101+ Exit interview Questions And Answers For Managers

If you want to get an honest opinion about the management and the company from your employees, you are not getting it from your existing employees. 

Their opinions are always going to be compromised or biased due to their desire to work in the company and maintain good relationships. 

But on the other hand, you want to be a good manager or boss, and for that, you need to know where things are wrong, what employees think, and what to improve. 

So, another great way to find out is to ask employees who are leaving your company.

That means you need to get good at conducting exit interviews. This is going to assist you to figure out the specific areas where you are not strong and need improvement.

Here are not just the best questions and answers that you should always ask during exit interviews but also more literature on how you can execute exit interviews well. 

What is an Exit-Interview? 

An exit interview is a structured conversation that occurs after the employee has resigned or been terminated.

 It’s designed to help you learn more about why they left, what they enjoyed most and least about their experience with your company, how well they were treated by management, and what they would do differently next time around. 

You can use this information to improve your workplace culture, so it’s important that you conduct them as soon as possible.

How Do You Conduct An Exit Interview?

Step 1: Decide The Particular Exiting Employee 

The first step in conducting an effective exit interview is to decide which employees you want to talk to. 

The ideal candidate is someone who was recently hired but still had some time on the job before leaving. 

If you have any doubts about whether the person fits these criteria, don’t be afraid to call them up and ask!

Step 2: Preparation

The next step for you to conduct this interview is to first prepare yourself for it in the first place.

Make sure you have all of the necessary materials ready: a list of questions, a pen and paper, and a smile. Also, have a water bottle with you!

Once you’re prepared, start off by asking the following question: “Why did you choose to leave my company?” 

This question gives you insight into why the candidate decided to resign or be fired. It also helps you understand why he or she chose to work at your company in the first place.

Step 3:  Find More Details 

Once you’ve gathered this information, move on to the next part of the interview. 

Ask open-ended questions like: “Was there anything specific that made working here difficult?” Or, “Is there anything else we could have done better?”

You should also try to find out what the candidate liked most and least about his or her experience at your company. 

For example, you might have to ask questions like:

  • What was the best thing about working here?
  • What was your least favorite thing?
  • What are your top complaints about the management?

Step 4: Candidate’s Feedback On Your Company

Finally, take note of the candidate’s feedback regarding your company’s performance. Was he or she happy with the way you handled issues? 

Did the candidate feel valued by your company? How satisfied was the candidate with his or her pay?

IIf you get an honest answer from your candidate, you will certainly gain valuable insights into your company and its strengths and weaknesses.

You can utilize these insights to make necessary changes to your company for its growth.

Here are a few questions to give you a headstart on the interview to ask :

  • How does the candidate think your company compares to other companies in terms of compensation?
  • How does the applicant feel about the company’s growth prospects?
  • How does the applicant feel the company will perform over the next year?
  •  Does the applicant plan to stay in the industry? Why or why not?
  •  Is the applicant planning to apply elsewhere? If so, where?
  • Will your candidate find your company enough good to recommend anyone else to work there?
  •  What are the applicant’s career goals?
  •  Are there any concerns about the applicant’s ability to get another job?
  •  Have the applicant’s expectations changed since starting at your company?
  •  Has the applicant been offered a new position?
  •  Has the employee received any offers from other employers?
  •  Has the employer been contacted by other potential candidates?
  •  Has the employer received any complaints about the applicant?
  •  What has the applicant learned during his or her employment that would help him or her succeed in future jobs?
  • What advice can the applicant offer to other applicants?
  • How do you think the applicant will fare if he or she applies for a different role within your organization?
  • How do you think the candidate will fare if he or she applies for a similar role at another company?

The exit interview process is an important step in hiring the right person for your team. 

When you ask the right questions, you will be able to learn more about your prospective employees than any other method.

This knowledge will allow you to create a stronger team and ensure a successful transition

Exit Interview Tips & Strategies 

Interviewing for a job is stressful, but the interview process can be made easier by following some simple tips. 

Here are some quick tips on how to prepare for your next interview and what to expect during an interview.

  • Make sure you have dressed appropriately for the type of interview is going for. Dress professionally, but avoid wearing too much makeup or jewelry. 
  • Your interviewer may be looking for someone who is well-groomed and polished.
  • Before you arrive at the location of your interview, do review the instructions and other details that your recruiter has given you. These instructions will You will get everything that you need to know about the interview to do your best in those instructions. It can be the time duration, the number of people involved, job description, company info, and the format. Make sure you follow these instructions carefully. You don’t want to show up late or miss out on valuable information.
  • Make sure you’re prepared with all the answers to any potential interview questions your interview might ask. 
  • The best way to prepare yourself is to practice answering those questions beforehand.
  • Practice saying “yes” and “no,” but always back it up with examples when necessary.
  • If possible, arrive early for the interview. Arriving early gives you time to relax and gather your thoughts. This way you always get enough time to sit down and go through the instructions once again.
  • During the interview, try not to speak unless asked a question directly related to the job opening. You need to make sure you don’t interrupt or talk over your interviewer. 
  • Introduce yourself at the moment when you feel comfortable enough and show your gratitude towards the time they invested in you.
  • After the interview, write down anything you didn’t understand or remember. Don’t forget to ask your interviewer for clarification or additional information.
  • Always keep track of your resume and cover letter after the interview. You need to jot down the name of every individual you talked with along with their contact info.  
  • If you are offered the position, send a thank you note immediately.
  • Always remember to smile. It makes you look approachable and friendly. A genuine smile communicates interest and enthusiasm, which are two qualities that employers look for in potential hires.

How To Behave At Exit Interview If You Are A Candidate? 

A job interview is a very important part of the hiring process. It’s an opportunity for you to show your skills and abilities, as well as demonstrate that you have what it takes to work in this particular company. 

The interviewer will use the interview to determine whether or not you are the perfect fit for the job.

The first thing you need to do when preparing for an interview is to get dressed properly. 

In most organizations, you need to wear professional attire such as slacks and a button-down shirt or well suited up. Avoid wearing jeans, shorts, or casual clothing.

The second step is to prepare your body language. Stand straight and hold your head high. 

Maintain eye contact throughout the entire interview, even if the interviewer doesn’t seem interested in talking to you. 

Keep your hands out in the front where they can see as it signifies how you carry yourself.

More importantly, be confident and stay relaxed. Don’t get too excited or nervous.

Keep a smile and shake hands firmly along with maintaining eye contact with them. This shows that you are interested in the job and eager to learn more about it.

Once you’ve arrived at the interview site, be sure to follow all directions provided by the employer. 

They may give you specific instructions regarding parking, dress code, and other things that could affect your appearance. Remember to always follow these rules.

At the end of the interview, dont hesitate to ask questions. The idea is to explore everything that you want to know about the job before you decide to join.

If you receive a call from the employer asking you to return for another round of interviews, dont panic. This usually means that they like you and think you would make a great addition to their team.

When you’re done with the interview, write down any notes you made during the conversation. These might include the names of people who interviewed you, details about the job itself, and any questions you had for the employer.

Exit Interview Questions And Answers

 The best exit interview questions for managers are designed to help you identify the strengths and weaknesses of your team members. 

This is a great way to get feedback on how well they work together, as well as what areas need improvement. It’s also a great opportunity to find out why someone left their job.

Below are some great questions to ask in an exit interview, but feel free to add more or modify these questions to fit your own situation.

What Has Your New Job Position Offer That Made You Decide To Leave This One?

Getting the answer to this question will help your management or company to know which particular areas of your company require improvements.

It could be company policy or work culture. It could be salary or benefits. It could be because you’re not flexible enough. Or It could be anything, as matter of fact.

The most important thing to remember is the information the outgoing employee gives can be used to fill any gaps in the knowledge your company may have.

Will You Recommend a friend Of Yours To Work In This Company? Why or Why Not?

One of the best referral sources for new candidates or clients comes from your formal employees. And that works even if they decided to leave the position.

An ideal situation would be for every exiting employee to answer “Yes” to this question — but in the real world, there may be some who feel so unhappy with their experience at their current company that they wouldn’t feel comfortable recommending them.

If you’re able to identify the issues and correct them as soon as possible, then you can save a lot of time.

Did you Talk About Any Of The Concerns or Complaints You Shared Today Before With The Management?

This is an exit survey question that can help you understand whether or not employees feel comfortable sharing their concerns and expressing their opinions at work.

If their answer to the question is “no” then it may indicate that your company needs to improve its culture so that employees feel comfortable raising issues without fear of retaliation.

What Attributes There Must Be In The New Employee For Your Current Job Position?

Yes, there are always the primary skills required for the job position which is obvious to know.

But it may also have changed in regard to certain soft qualities like patience, people skills, or organization.

Also, with experience, they would know what more qualities and soft skills help to do this job even better or give it an edge.

If you ask the outgoing employee what qualities she thinks you should be looking for in her replacement, then you’re already showing signs of a change.

Do You Think That the Job Description For Your Position Has Changed Since You Joined? If so, How?

It shouldn’t be surprising if an employee indicates that her job has changed since she started working for you.

This information that employers get from employees can be used to update the job description for the position before you start your hiring process.

So that you can be sure you’re looking for the right skills, you should look for vacancies that match your skills.

What Could Our Management Have Done To Keep You Here Only?

This question will often reveal more reasons why the employee was dissatisfied with his job and decided to look for another one.

Since this is quite a direct question you asked, you can expect more open and direct answers. But these will be immensely helpful.

Answers like “I want more pay,” “I want more benefits,” “More advancement,” “can reveal a lot when you compare them to the employee’s length of time at your company.”

If she received regular increases in pay but was still unhappy with her salary, perhaps the increases need to be more frequent.

Do you think your manager Supported You In Whatever Way You Require To succeed?

It is the responsibility of the Managers to make sure that their team members have all the relevant and required tools along with guidance and support to succeed in the projects.

It’s always better that you ask your employees for feedback.

This is one of the most useful and insightful exit interview questions to ask because it simply reveals in which areas the employee feel abandoned by their managers.

Why Did You Begin To Look For Another Job Opportunity In The First Place?

You are going to get quite unique answers or perspectives when you ask this question to the leaving employee.

Because everyone has a different set of reasons why they want to leave the job and look for another opportunity.

What you should be focusing on all the common answers or recurring sort of problems you see with everyone or most of them?

Even better there will be a pattern to recognize that will in fact predict another potential bigger issue within the company.

What Was The Best And Worst Part of This Company or Working Here?

This exit interview question is going to help you identify what to pitch and project to your potential candidates.

For example, if a leaving employee tells about a particular management issue within the company or some challenging aspect of the job description, you can make sure to soften that up while hiring new employees.

Did You Feel You Had Enough Resources To-Do Your job Here?

When you ask this question, this is basically going to give you direct tips and insights on how to train your new employees and what to provide them.

It can even help you to understand how to train or re-train your current employees.

There might be more straightforward answers that will feel you awkward or even agitated as it is going to be a lot about the failures of the management.

But the more important part is getting all those practical information and insights that you can work on rightaway.

Why Are You Leaving?

Your employee may have been looking to switch jobs because of one reason. But she may have had other reasons for making her final decision.

This question helps identify everything that triggered her departure from the company, from initial dissatisfaction to the final cause of her leaving. 

Do you think There Is A Change In Your Job Profile Since You Joined?

Sometimes, actually, more than you realize, the job responsibilities and the profile itself change over the time.

It happens due to the requirements of the department or lack of more employees or any other reason.

These changes sometimes require a different set of skills from the ones they were originally trained for, which may make current employees less enthusiastic.

Hearing how a role is changing will help you understand the specific details you need to include in the job description so your next hire is well suited for these new demands.

Did you get along well with your Senior authority?

There is a saying that Employees don’t leave a company, they just leave the management or their manager.

It becomes really crucial for the employee that they get along with their reporting authority, the management supports them and they have a rapport.

It is critical that management or authority treats their employee with the respect and dignity that they expect.

When you see a company lacking this aspect, they are definitely going to see a higher employee turnover rate

What Was The Worst Aspect Of Working Here?

Everyone has their own worldview, their way to look at things. Even when the job is more or less the same, the problems they face are different in broad strokes.

As you collect more and more responses, you’ll start to see patterns in the data.

It is crucial that you don’t dismiss any answers that you get here. Understand the pattern which directs toward the one or two major issues in your company.

You need to focus to resolve those problems and chances are all the other issues related directly or indirectly get resolved or somewhat diluted.

Is There any Circumstances Where You Consider To Return to This Company? And What Is That?

There is nothing wrong if you don’t leave anything “unturned”. If an employee is a good worker, it is a disadvantage for the company if he/she has left.

You need to know what alternatives will help you retain your high-performing employees.

Were You Comfortable Talking To Your Manager?

The best part about this question is that it will reveal specific details about both the employee who is leaving as well as the manager.

First and foremost, if you learn something from an employee’s answer, you can use that knowledge to improve the performance and develop­ment of the manager who still manages your company.

Second, you can take advantage of the information to help in hiring a new employee for the company.

Did you feel That Your Efforts And Achievements Are Recognized In This Company?

Recognition matters a lot for an employee. It is a reward as well as motivation to move forward.

If an employee sees their efforts and achievements are not acknowledged by the management and valued, they are more likely to burn out, demotivated, bitter or just leave.

The lack of appreciation and recognition from the authority of the boss is one of the reasons for employees to leave their jobs.

What Do You Think About Workplace Culture Of Our Company?

This is not about finding a particular answer or example rather identifying the pattern you find in various answers.

You may get some outlier answers (e.g., from employees who are emotional) but, over time, your company culture will start to emerge.

Suppose there are 100 employees according to whom, your company culture is open and transparent and then there 20 employees who say otherwise, it gives you good about your workplace culture and where to improve.

What suggestions You Would Like To Give To Improve Things Here?

It’s especially important when considering all types of feedback to consider the type of feed­back that comes from managers, compen­sation, benefits, and snacks, as well as the type of feedback that come from peers, colleagues, and co-workers.

While you may not be able to implement all the suggestions, knowing what your employees find most important will allow you to determine what you can do in order to improve workplace morale and retain your employees.

Is There Something We Can do To Change Your Mind About Leaving This Company?

This exit interview question can be used to get to the crux behind why an employee has chosen not to stay.

Often, what would encourage an employee to stay is the catalyst behind their reason for leaving. It’s worth looking at this further.

For example, if a employee states they might not have left their job if your company had provided more flexibility then, that’s where you need to bring change in the company.

Perhaps work on offering more flexibility in working hours and refine your remote working policies.

You could design an employee satisfaction survey to determine how happy your current employees are or implement an employee suggestion box to find ways to improve the office environment for everyone.

What Was Your Ideal Day In This Company? Describe

You want to determine what an employee in this role likes and what makes him/her feel successful.

Utlize the answers you get from these questions and see how you can optimize every day to be an ideal day.

Did You Talk About Your problems With Management?

This question presents you with other aspects of the workspace where you can improve.

If an employee describes the company culture in terms of openness and honesty but doesn’t mention anything about any potential issues they might have had with the company, there could be something else going on.

What Was Your Worst In This Company? describe

This question helps you see where your business may be lacking in terms of employee engagement.

Use the answers you get to figure out whether there’s a better way to schedule your days than the way you currently do.

Did You Have All Relevant and Required Tools You Needed To Fulfil the Task At Hand?

This question gives you understanding towards your management which you don’t find otherwise.

This will allow you to figure out where the improvement required in the workplace .

What prompted you to Decide on This Job And Search For another In The First Place?

you need to directly ask the employee why they are leaving, and what primarily drives them to leave?

Are they moving to another city? Going back to school to get a degree?

They may not be willing to work for you because they don’t think your company is the best fit. Their answer can help guide the conversation and spark ideas about additional questions to ask.

This question can also tell you which opportunities, benefits or benefits your company could be offering your employees to attract and retain top talents.

For example, if an employee tells you he or she is leaving because there isn’t enough opportunity for advancement, then it could be a sign of a manager who isn’t properly addressing his or her employees’ career aspirations.

Did You Get Consistent Feedback That Could Help Your Grow And Improve?

No employee wants to feel like he or she is stuck in a rut at work. If an employee feels stagnant, then it’s important that you know about it before they get too far into their career.

When you’ve identified a struggling employee, the best way for you to encourage him or she to get back on track is by giving constructive feedback to help them or improve.

They may need to focus on a completely different aspect of the job, or they may need to go back to basics to improve their skills.

It is crucial that managers must be ready and always prepared to guide their employees.If an outgoing employee doesn’t receive that guidance, you may need to make some changes.

What would you change if you could change anything about your job or the company?

You’ll likely gain a lot from the exit interview, but this question will help the person to focus on the main reason why he or she is leaving your company.

It’s also a non-con­frontational way to encourage people to reveal their real reasons for leaving. It’s not asking what they didn’t enjoy, but what they’d change.

It shifts their answer away from a complaint to a solution, which many people feel far more comfortable providing. Sometimes, the way we ask questions can make all the difference between success and failure.

Would you consider coming back to work here in the future? What Changes Would You Want?

Find out whether employees would be willing to come back.

They might just want to gain some experience in a particular role, or they might want an increase in their compensation.

Regardless, this is useful information to have if different jobs of interest become available.

Most Commonly Asked Exit Interview Questions 

  • What makes you seek other employment options initially in the first place?
  • What was the point that help you make the final decision to switch jobs?
  • What were some of the challenges or obstacles of working here that you’ve faced?
  • What were the key reasons why you looked for a job at another company?
  • How do we compare to your new company in terms of salary and benefits? Were salary and benefits an important part of your decision?
  • What made you decide to take this job over other opportunities?
  • What did you think of coming to work?
  • What factors or changes could convince you to return to work at this company in the future.
  • Do you think that there are any improvements that could be made to these management practices?
  • Did there seem to be enough career growth opportunities for me to develop professionally?
  • Before making your decision to leave your current job, did you look into alternatives that would allow you to keep working at the company?
  • What kind of management style does our company have? Do you feel they properly acknowledge employee contributions?
  • Would you ever consider coming back to work for our company again in future?
  • What are some employee benefits that weren’t offered that you think should have been?
  • How often did you get performance feedback?
  • What were the most significant factors in deciding to take another job? Salary? Benefits? Time-off? Company culture? Something else?
  • What were the three biggest challenges you experienced when working at our company?
  • What is the best thing about working here?
  • What part of your job made you feel stressed out and anxious?
  • What would you say about collaboration and teamwork in the company?
  • What was your workload like? Was it too high, low, varied, or just fine?
  • Were you being provided enough tools, resources, and work environment to get things done here? If not, what more could be done to make it better?
  • What changes should we make to the pay and benefits policy right now?
  • Did you feel psychologically safe, happy, and respected while working here?
  • What would be the one thing you would want to change about our company culture?
  • What are you getting from your new job position that we are not providing?
  • What was the best part of working here?
  • On which aspects, we should improve or work?
  • What would be your advice to new candidates for our company?
  • Do you have a specific change idea for the workplace to boost employee morale?
  • What was your thinking towards the performance review process?
  • Do you have any issues or concerns you want to share here?
  • What steps would we have to take to prevent you from leaving the job?
  • Which specific three areas where you think we need to improve to stop people leave our company?
  • What changes does our company need to do to get you back in the future?
  • Do you think our products or services are going in the right direction towards growth and success? If not, then why?

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