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Exit survey questions

30 questions to ask people who are leaving, grouped so you can use the whole set or pick a short version.

Reasons for leaving

What is the main reason you decided to leave?
When did you first start thinking about leaving?
Was there a specific event that made you decide?
What did you hope to find in a new role that you did not have here?
Did you raise any concerns before deciding to leave? What happened?
What could we have done to keep you?

Role and workload

My job matched what I was told it would be when I was hired.
My workload was manageable.
I had the tools and resources to do my job well.
My role used my skills and strengths.
My responsibilities were clear.

Manager and team

My manager gave me clear direction.
My manager recognized my contributions.
I could raise problems with my manager openly.
I worked well with my team.
I would be happy to work for my manager again.

Growth and pay

I had opportunities to learn and grow.
I understood how I could progress here.
My pay was fair for my work.
My benefits met my needs.
I received regular feedback on my performance.

Culture and values

I felt respected at work.
The organization's values were reflected in how people behaved.
I felt able to be myself at work.
Senior leaders were honest with employees.

Leaving and returning

How would you describe your overall experience working here?
What did you enjoy most about working here?
What should we change for the people who stay?
Would you recommend this organization to a friend as a place to work? Why or why not?
Would you consider returning in the future? What would need to change?

How to run an exit survey

Send it in the last week or soon after. People are most candid once the decision is made and before the next job starts.
Do not run it through the line manager. HR or an outside provider gets more honest answers.
Keep it voluntary and short. 10 to 15 questions is enough. Choose the sections that matter most.
Say who will see the answers. Exit surveys are rarely anonymous, because the organization knows who is leaving. Be clear about who reads them.
Look for patterns, not single answers. One person's reason is a story. The same reason from 8 people in one team is a finding.

Exit survey or exit interview?

	Exit survey	Exit interview
Format	Written questions, same for everyone	Conversation with HR or a third party
Best for	Spotting patterns across many leavers	Understanding one person's reasons in depth
Time	10 to 15 minutes	30 to 60 minutes
Many organizations	Use both: survey first, interview if the person agrees

Questions

What should I ask in an exit survey?

Ask why the person decided to leave, how they experienced their role, manager and the organization, and what would have kept them. The sections above cover all of these.

When should an exit survey be sent?

In the last week of employment or shortly after. Earlier feels premature, and later gets fewer replies.

What is the difference between an exit survey and a stay survey?

An exit survey asks people who are leaving. A stay interview asks current employees what keeps them, before they decide to go.

Questions get answers. Then someone has to act on them.

thrive at work is a workforce performance platform that measures whether people want to do the work and whether they can keep going, and shows each team where to start. Each employee gets a private result.

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