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Don’t let ’em leave without a ‘Why?’

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in Best-Practices Leadership,Leaders & Managers,Management Training,Performance Reviews

Look for the deeper reasons why people leave your organization. Use these exit-interview questions to smoke out chronic problems:
  • “Briefly indicate what factors first caused you to consider leaving the organization.”
  • “What is your overall opinion of the organization?” [Provide topics, such as benefits, morale, performance reviews and communication, along with a rating scale.]
  • “Rate your manager using this scale”:  [Provide a scale and characteristics, such as “Resolved problems promptly,” “Treated you fairly,” “Provided leadership,” “Gave feedback on performance,” “Recognized accomplishments” and “Coached, trained and challenged you.”
  • “What did you like most about your job?” “What did you like least?”
  • “What could we have done to dissuade you from leaving?”
  • “Would you be open to the idea of returning to our company?” “Why/why not?”
  • “What suggestions do you have to help the organization improve?”
— Adapted from “Dear Workforce,” Roger Herman;  and “Sample Exit Interview,” Workforce Management, www.workforceonline.com.

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