1. Why Have You Decided To Leave?
There's no need to skirt around this issue, as both parties are professional and your employee is (hopefully) leaving on a good note. In many cases the employee is simply not the right fit for the company, but sometimes there are underlying issues that can drive great employees away.
No one wants to be told they aren't doing a good job, but in order to grow and improve your business you need to get to the truth of the matter, even if that truth is that your company is making some big mistakes and driving employees away in the process.
2. What Did You Value Most About Your Time At Our Company?
Knowing what you're doing right is just as important as knowing what you're doing wrong. Employees will rarely only have bad things to say about their employers, so during the exit interview ask them to list some of positive experiences they've had working for you. Like they say, find out what works and if it isn't broke don't fix it.
3. Was There Anything You Disliked About Working Here?
This is a slightly different question than the first. Employees will always have their little pet peeves about a company, even if it isn't enough to drive them away from the job. Think issues like "the coffee machine never works right" or "the bathrooms are always dirty".
These minor annoyances may not cost you employees directly, but they can build up contribute to a poor work environment that harms productivity or creates a bad buzz around your business. Sure, they aren't the most pressing issues but they are good to know nonetheless.
4. Did You Have A Good Relationship With Management?
Whether your business is big or small you likely have a chain of command, and how an employee interacts with their superiors is very important. Do the employees and management generally get along? Are there any major issues with communication? Do the employees feel like they are respected and treated fairly?
An exit interview is the best way to get an answer to questions like these, as the employee can speak frankly and candidly without worrying about it having an impact on their employment.
5. Were Your Job Responsibilities Accurately Laid Out During The Interview Process?
A common source of frustration among employees is being given responsibilities they were not adequately informed about or that they are not qualified for. This indicates a failure in your hiring practices and sets new employees off on the wrong foot, making it more likely that they'll jump ship later down the line.
If employees frequently complain of this issue during your exit interviews, then you should take a look at ways to improve your hiring and new hire onboarding practices to better integrate new employees into your business.
Here at Summerlin-Roberts we know the value of communication and the role that a good human resources department plays in success. Contact us today to find out more about our communication and support services or visit our site to read more helpful HR tips.