Sample Exit Interview Questions to Help You Reduce Turnover

The exit interview is a powerful tool that provides a unique opportunity to gain insight into the employee experience, evaluate the effectiveness of management practices, and identify areas for organizational improvement. Unfortunately, it is often overlooked or underutilized.

Exit interviews should not be seen as a grilling session but rather as an opportunity to engage in meaningful dialogue, ensuring that the employee departs on a good note. This not only serves as excellent PR for the organization but can also pave the way for valued employees to return in the future.

How to Conduct Exit Interviews

Exit interviews can take several forms. They can be conducted face-to-face, over the phone, or through questionnaires. Some organizations are leaning towards outsourcing telephone exit interviews or using electronic questionnaires for a more hands-off approach.

To gain the most accurate feedback, it may be beneficial to send questionnaires 1-3 months after the employee has left, allowing them the opportunity to reflect on their experiences once removed from the immediate situation. As with 360-degree feedback, maintaining anonymity during exit interviews can encourage more honest and measurable responses.

Before conducting an exit interview, ask yourself why you are doing so. Are you considering new training initiatives? Could the data from exit interviews help guide your objectives? Exit interviews can prove immensely useful in understanding turnover rates and improving recruitment, hiring, and orientation programs.

Sample Exit Interview Questions

Here are some sample questions you can ask departing employees:

  1. What are your overall impressions of our organization?
  2. What aspects of your job were the most satisfying?
  3. What aspects of your job were the least satisfying?
  4. What changes would you suggest for your role?
  5. Did your job match your expectations?
  6. Did you receive adequate training to perform your job effectively?
  7. Did you receive sufficient support to carry out your duties?
  8. Did you receive timely and useful feedback on your performance?
  9. What improvements can we make to our workplace?
  10. How would you rate the supervision you received?
  11. What could your immediate supervisor do to improve their management style?
  12. Based on your experience, what do you think it takes to succeed in our company?
  13. Did any company policies, procedures, or other obstacles make your job more difficult?
  14. Would you consider rejoining our company in the future?
  15. Any other comments or suggestions?

Whether you are an HR Director, Manager, or are just developing your HR division, it’s worth taking the time to implement or revise your exit interview strategy. Understanding why employees leave can save your organization hundreds of thousands of dollars in recruitment and training costs. Not to mention, it can foster a more engaging, supportive, and effective work environment for your current and future employees.


Shera Sever is a leadership consultant, empowering professionals and organizations to reach their peak performance.

Email Newsletter

Subscribe to Shera’s email list for exclusive insights, practical strategies, and inspiration for achieving greater success in your career and business.