How do you design effective exit interview questions that elicit honest and constructive feedback?

1 Define the purpose and goals

Before you start writing exit interview questions, you need to define the purpose and goals of the exit interview process. What do you want to learn from your exiting employees? How will you use the feedback to make positive changes in your organization? How will you measure the impact of the exit interview data? Having a clear and specific purpose and goals will help you focus your questions on the most important and relevant topics, and avoid asking unnecessary or irrelevant questions.

2 Choose the format and method

The next step is to choose the format and method of the exit interview. You can conduct exit interviews in different ways, such as face-to-face, phone, online, or paper. You can also use different formats, such as open-ended, closed-ended, or rating scale questions. The format and method you choose will depend on factors such as the size of your organization, the availability of resources, the preference of the employees, and the level of detail you want to obtain. Generally, a combination of formats and methods can provide a more comprehensive and balanced view of the employee experience.

3 Follow the best practices

When writing exit interview questions, there are some best practices to keep in mind. To build rapport and trust, start with easy and positive questions. Make sure to use simple and direct language to avoid confusion or ambiguity. It is important to avoid leading, loaded, or biased questions that might influence the employee's answer or imply a judgment. Additionally, try to avoid yes or no questions that might limit the employee's expression or insight. Open-ended questions that encourage the employee to elaborate and provide examples are preferable. Follow-up questions can probe deeper into the employee's feedback or clarify any unclear points. Rating scale questions can be used to quantify the employee's satisfaction or dissatisfaction with various aspects of the job or organization. Lastly, end with a thank you and an opportunity for the employee to add any additional comments or suggestions.

4 Cover the key aspects

When conducting an exit interview, the questions should be tailored to the key aspects of the employee experience that relate to your purpose and goals. These aspects may vary depending on your organization and industry, but some common topics could include reasons for leaving the organization, overall satisfaction or dissatisfaction with the job and organization, strengths and weaknesses of the job and organization, relationship with the manager and co-workers, opportunities for learning and development, compensation and benefits, culture and values of the organization, and suggestions for improvement or change.

5 Test and refine the questions

The final step is to test and refine the exit interview questions before you use them. You can test the questions by conducting a pilot exit interview with a sample of employees or by asking for feedback from your HR team or managers. You can refine the questions by checking for clarity, relevance, and respectfulness, and by eliminating any redundant, vague, or inappropriate questions. You can also review the questions periodically and update them as needed to reflect any changes in your organization or industry.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?