Exit Interview Questions You Should Be Asking

The global Inflation has turned many of us into global economic experts. It’s how I went from “urgghhh,?bo-riiing!” to setting up google alerts just so I can stay up to date.

I watched a recent?video interview?with?Raoul Pal, CEO & Co-Founder, Real Vision Group & Global Macro Investor where he spoke on?How to Prepare For a Global Recession and Build Wealth in the Process, and his opening statement went like this;

“...there are three things you need to focus on, the first is income; income pays your bills, pays your mortgage… without income, you’ve got nothing”.

I would say that for your company,?“without a team that can build and grow revenue, you’ve got nothing”.

Today, I want us to take a deeper dive into the more intimate conversations you (or your HR team) should be having with “intending” ex-employees.

Exit interviews don’t just exist to help build your company brand, even though it does that. Beyond the surface, it can help you identify and address those underlying issues which (only your employees are aware of) could be detrimental to their productivity and in effect, the balance sheets.

Imagine if you could 10x the performance of your employees and your company’s revenue just by asking the right questions from those who are leaving.

Well, here are my?7 Most Highly Recommended Exit Interview Questions?you should be asking:

1. What prompted you to start seeking a new job?

This is on the top of my list because knowing why they’re leaving will help you identify what opportunities, benefits, or perks your company could be offering to?attract and retain top talent.

Asking this question also gives you the ability to track common themes. For example, if people are moving on for better pay elsewhere, this could mean your salary offer isn’t competitive enough and you should consider raising salaries and maybe institute a bonus plan.

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2. Why have you decided to leave?

I know what you’re thinking, and it’s not the same as the first question - that’s because your employee may have started looking to change jobs for one reason, but they may have made the final decision for another or a host of other reasons.

The first two questions are vital in helping you discover?everything responsible for their resignation - from their earliest disappointments?to the last?piece of straw that broke the camel’s back.?

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3. Did you share your concerns with your manager or anyone else?

This can reveal whether your employee feels comfortable sharing concerns with superiors or coworkers which ultimately points back to your company’s workplace culture.

If you get a?“No,” it could mean that your company's workplace culture needs a major overhaul.

And if it's a “Yes,” it may mean that their managers are not?asking for feedback, or may not be taking their?feedback seriously.

4. Can you give me instances where Xyz happened?

Allow your employees to elaborate their claims by asking for instances of “unpleasant” situations. It allows you to have a look at events from their perspective to know where they may have felt uncomfortable or unsafe, and how such happenings can be mitigated in the future.

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5. What was the best part of your job here?

Asking for reasons could take an unpleasant turn and in such cases, it’s best to attempt to focus on positives, such as what they enjoyed most about working at your company.

Pay attention to these testimonials, they are what makes your company a great place to work.

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6. How would you describe the perfect candidate to replace you?

The departing employee may reveal vital skills for the role that you may not have considered previously - because no one knows a position as well as the person who’s leaving it, You can use their description of the perfect candidate to refine your job requirements and interview questions.

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7. If you were to consider returning to the company, what would you change?

This is a better way to ask: “What suggestions do you have for us?”?because you’re the placing ball in their court and asking them to speak from the point of view of a leader who has been in the shoes of an employee, in your company!?

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Bonus Question:?Is there anything else you’d like to add?

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Even after asking all the possible questions you could imagine, there may be other positives or negatives that haven’t been brought up during the conversation and this question gives them the to say whatever is on their minds.

I know these questions seem a bit revealing and may make you feel vulnerable, but this is someone who has been on the inside and knows how things go (even if it’s just in their department).

It is of more benefit to “swallow one’s pride” in order to understand how to make things better for those with you now, and those to come in the future.?

And like I earlier said,?“without a team that can build and grow revenue, you’ve got nothing”.

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This was a revealing piece for me, how about you? Kindly share in the comments!

Written by: Shadé Alade