When an employee gives notice, it might feel a bit personal. You might wonder what your company could have done differently to keep them around longer, or why they’re leaving in the first place. If they got a new job, what does this new employer have to offer that you don’t? If employee retention is an important issue at your company, it’s essential to get answers to these questions to improve it moving forward and realize a lower turnover rate. One way to get these answers is with an employee exit survey. The answers become valuable insights to make improvements.
Most companies want to avoid a high turnover rate for several reasons. To start, every time an employee leaves human resources and the impacted management team must interview and train a new employee. This takes time away from other projects. New employees also take time to get up to speed.
Not only does employee turnover lead to increased expenses and lower productivity, but it sets a bad example for other employees. If there’s a common denominator at your company causing employees to quit and you’re unaware of it, this can drive a downward spiral. Conducting an employee exit survey when someone quits can help you gain valuable feedback as to why they are leaving, what they liked about working at your company, what they disliked, and how improvements can be made to prevent other employees from leaving for the same reasons.
A strong employee retention rate generally means higher employee satisfaction and company loyalty. This leads to a better work environment and more motivated employees. Every employer’s dream is for their workers not to want to work anywhere else. Although this is a difficult goal to achieve, an employee exit questionnaire can help make it more of a possibility. The key to an offboarding survey is to ask the right questions that will garner effective feedback that can be used to improve operations.
When someone decides to leave, instruct them to take an exit questionnaire for employees before their exit interview. You can use their answers to focus on what to ask or follow up on during their in-person offboarding interview. Whether the feedback was good or bad, having more details can help improve the workplaces and experiences of current and future employees.
Asking an employee to take an exit interview survey prior to their exit interview is also a great way to get feedback that an offboarding interview normally wouldn’t provide. For some people, it’s easier to express feelings and thoughts in writing than in person. By allowing to elaborate on their thoughts about the company and what changes it could benefit from, you might receive much more in-depth answers from employee exit survey questions than from the exit interview.
If you ask employees to take an anonymous employee exit survey, this can help gather ideas about what types of exit interview survey questions you should ask all employee offboarding interviews. It will also help employees feel more comfortable being candid with their answers because they’re anonymous. You can then use this anonymous feedback to make improvements at your workplace.
Here are some employee exit survey questions you can use to create your own exit interview survey template.
Now that you have an employee exit survey template, you can create your own survey using employee exit survey software like SurveyPlanet, which provides access to dozens of templates, beautiful themes, and everything you need to create an effective employee exit survey. Create specific questions or use our employee exit survey templates to save time.
Sign up for a free SurveyPlanet account so you can start gaining insight and prevent turnover in the future.
Free unlimited surveys, questions & responses.