Exit Survey

Any time someone voluntarily leaves your employment, a window of opportunity opens up for you.  Most organizations use an “exit interview” strategy in which departing employees meet with HR on, or close to, their last day on the job.  The purpose of this meeting is usually three-fold:

1) Legal and/or security tasks (e.g., collecting security badges and building keys)

2) HR tasks (e.g., getting a forwarding address or reviewing COBRA)

3) Asking for feedback on the company, management, etc., and why the employee chose to leave

Now the first two objectives do need to be met immediately.  But employers should hold off a bit on the third.

Distance is Good

Research tells us that there is often little correlation between what people tell you their reason for leaving is and the actual reason.  Whether people leave under positive or negative circumstances, their final days at work are often emotional – and emotions can cloud judgment.  People may not be truthful because they’re uncomfortable, or don’t want to hurt someone’s feelings or “burn any bridges.”  Waiting a few weeks allows emotions to settle and brings perspective. 

The Big Picture

Exit Surveys allow you to get more accurate feedback from departed employees about the job and the organization.  But let’s face it: change doesn’t occur because one person said something.  The value lies in aggregating the data over time to spot trends so you can improve things and thus prevent the next person from leaving. Linking your exit data to other measures such as employee engagement can tell you how those who leave an organization differ from those who stay, and help you with retention and recruitment efforts. 

The Exit Survey

Questar’s exit survey is based on 40 years of published research on causes of turnover and intentions to quit, as well as our own research on the causes of turnover.  The survey gathers both qualitative and quantitative information.  It also is linked to QS.Engage.  You can determine why employees are leaving, and then use the engagement survey to track perceptions about those causes and – most importantly – make the improvements that matter.

Learn more