Exit surveys are one of the most effective ways to understand why employees leave your company and how you can improve. Whether it’s management issues, lack of growth opportunities, or company culture, exit surveys give you a clear picture of what’s going wrong—and what’s going right.

With employee turnover being costly and disruptive, collecting this feedback before an employee departs is a vital step in strengthening your organization. By asking the right questions, you can gain actionable insights that help improve retention, foster better leadership, and enhance team collaboration.

In this post, we’ll guide you through the top 15 exit survey questions you should be asking to get the most useful feedback from departing employees. Plus, we’ll offer tips on how to conduct an effective exit survey, and how tools like TeamDynamics can help you improve team cohesion and performance long after the survey is complete.

And don’t forget to grab your free downloadable exit survey template to get started right away!

Prefer to interview your departing employees? Check out our exit interview template to learn what questions to ask, and how.

Why Exit Surveys Matter

Exit surveys are more than just a way to gather feedback—they’re a tool for continuous improvement. When employees leave, they often take with them valuable insights about your company’s culture, management, and workplace environment. By conducting an exit survey, you’re giving them the chance to share these insights, helping you spot patterns and make meaningful changes that can boost retention and improve your team’s performance.

Identify Why Employees Leave

One of the primary goals of an exit survey is to understand the real reasons employees decide to move on. These reasons can range from a lack of growth opportunities to issues with management, or even dissatisfaction with the company’s culture. Knowing these root causes helps you address them before they lead to a larger turnover problem. The more feedback you gather over time, the easier it becomes to identify trends that can be fixed before they cause damage.

Gather Actionable Feedback on Leadership and Culture

Exit surveys give you an honest look at how employees perceive your managers, teams, and work environment. Because departing employees often feel more comfortable sharing their true thoughts, you’ll get unfiltered feedback that may not surface in other contexts. This feedback can be crucial in identifying problems with leadership, company policies, or team dynamics that need to be addressed to create a better environment for current and future employees.

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Quantitative Data for Tracking Trends

By using quantitative questions in your exit surveys, you can easily track key metrics over time. For example, if employees consistently rate “lack of career growth” as a reason for leaving, you know it’s time to review your promotion policies or training programs. Over time, this data becomes a valuable resource for spotting systemic issues that could otherwise go unnoticed.

How Exit Surveys Impact Your Team

The insights from exit surveys don’t just help you address immediate issues; they can also have a long-term impact on your team. Exit surveys provide clues about the overall health of your company’s culture and help pinpoint areas that need improvement. When you pair these insights with tools like TeamDynamics, you’re not just reacting to problems—you’re taking proactive steps to evolve your team’s ways of working and improve collaboration.

Ultimately, exit surveys help you keep your best people, foster a better work environment, and continually build a stronger, more cohesive team.

The Top 15 Exit Survey Questions

To get the most value from your exit surveys, it’s important to ask the right questions. The questions you choose should cover a range of topics, from the employee’s experience with their manager to their thoughts on company culture and opportunities for growth. Below are 15 key exit survey questions that will help you gather actionable feedback and identify areas for improvement.

1. Why did you decide to leave the company?

Understanding the primary reason for an employee’s departure is essential. Offering multiple-choice options like lack of career growth, compensation, or work-life balance can give you insights into where problems may be recurring.

2. What aspects of your job did you enjoy the most?

This question helps identify what your company is doing right. It can reveal the strengths of your company culture or specific elements of the role that future employees might find attractive.

3. What aspects of your job did you enjoy the least?

On the flip side, this question highlights the areas that need improvement. Whether it’s specific tasks, team dynamics, or management practices, this insight can help you address friction points in similar roles.

4. How would you describe your relationship with your manager?

The relationship between employees and their managers often determines job satisfaction. Ask departing employees to rate this relationship on a scale from 1 to 5, giving you a clear indicator of management performance.

5. Were you given the tools and resources to do your job effectively?

If employees aren’t receiving the tools and support they need, their productivity and job satisfaction suffer. This question helps identify whether your team is properly equipped to succeed.

6. Did you feel your work was appreciated and recognized?

Recognition is key to employee engagement. Use this question to measure how well your organization acknowledges employee contributions, and whether employees feel valued.

7. Did you have opportunities for growth and advancement?

Many employees leave when they don’t see a path for career development. This question measures how well your organization provides opportunities for learning, promotion, and growth.

8. How would you rate the company culture?

Ask employees to rate company culture on a scale of 1 to 5. This feedback can offer an honest view of how your workplace environment is perceived by employees, allowing you to address any negative aspects.

9. Did you experience any challenges with work-life balance?

With remote work and flexible schedules becoming more common, understanding how employees view their work-life balance can help you adjust policies to better meet their needs.

10. Is there anything the company could have done to prevent your departure?

This question can provide valuable insight into how you could retain future employees. By identifying areas where you could have improved, you can make proactive changes.

11. Would you recommend this company to others?

An employee’s willingness to recommend your company is a clear indicator of overall satisfaction. Use a scale from 1 to 5 to measure how strongly employees would suggest your organization to others.

12. How satisfied were you with the benefits and compensation package?

Compensation is often a deciding factor in employee retention. Ask employees to rate their satisfaction with their benefits and salary, helping you assess whether your compensation packages are competitive.

13. How well did the company support your professional development?

This question measures how effectively your organization fosters personal and professional growth. Employees who feel supported in their development are more likely to stay and contribute.

14. Did you feel your feedback and ideas were valued by leadership?

This question provides insight into whether employees feel heard. A lack of communication between employees and leadership can lead to frustration and disengagement.

15. Do you have any suggestions to make this a better place to work?

This open-ended question gives employees the opportunity to share any last thoughts or insights. Often, departing employees will provide valuable suggestions that can improve the work environment for others.

These questions cover the most important aspects of an employee’s experience, from their relationship with their manager to the overall company culture. By using these questions in your exit survey, you can gather crucial feedback that will help you improve your organization and reduce turnover.

Get all of these 15 exit survey questions when you download your free exit survey template and start using it in your organization today!

How to Conduct an Effective Exit Survey

An exit survey is only as valuable as its execution. If done poorly, it can feel like a meaningless formality, but if done well, it becomes a powerful tool for organizational improvement. Here’s how to ensure your exit surveys deliver useful, actionable insights.

Step-by-Step Instructions for Conducting an Exit Survey

1. Choose the Right Timing

Conduct the exit survey during the employee’s final week. This gives the employee enough time to reflect on their experience without the added stress of their final day looming. Don’t wait until they’ve already left; the feedback will be less immediate and likely less detailed.

2. Select the Best Format

Offer multiple formats to suit the employee’s preferences. You might provide an online survey for anonymity, schedule an in-person exit interview for a more personal touch, or conduct a phone call if that feels more comfortable. Giving them a choice makes them more likely to provide honest feedback.

3. Create a Comfortable Environment

Set the right tone for the exit survey or interview. Start by explaining that the purpose is to gather feedback for improving the organization and emphasize that their responses will remain confidential. This reassures employees that their honesty will not negatively impact future references or professional relationships.

4. Keep it Focused and Simple

While gathering feedback is important, you don’t want to overwhelm the employee. Stick to key questions—10 to 15 questions is a good target. The more focused and streamlined the survey, the more likely the employee is to give thoughtful, honest answers.

5. Ensure Confidentiality

It’s crucial that employees feel safe when answering sensitive questions. Clearly state that their answers will remain anonymous if using an online survey, or confidential if conducted in person. This will encourage them to provide more candid and valuable feedback.

6. Follow Up on Critical Insights

If the employee highlights important issues—such as management problems, lack of resources, or cultural concerns—don’t stop at just collecting the data. Follow up by investigating further, especially if multiple employees raise similar issues. Exit surveys are most effective when you act on the feedback provided.

Do’s and Don’ts for Conducting Exit Surveys

Do’s:

• Do offer anonymity when possible: Some employees may feel more comfortable sharing their feedback anonymously. Offering this option through an online survey can encourage more honest responses.
• Do take action based on feedback: After reviewing the exit surveys, implement necessary changes. Employees who remain with the company will notice when leadership takes feedback seriously, helping to build trust and improve morale.
• Do listen without judgment: During exit interviews, avoid defending the company or managers. The purpose is to learn, not to justify. Keeping an open mind will help you understand where improvements are truly needed.
• Do ask both quantitative and open-ended questions: Combining quantitative questions with open-ended responses allows you to capture both hard data and deeper insights.

Don’ts:

• Don’t wait too long to conduct the survey: If you delay the survey until after the employee has left, their feedback may be less detailed or useful. Timing matters.
• Don’t ignore the feedback: Gathering feedback without following up or making changes is a wasted opportunity. It’s essential to act on what you learn from the surveys, or you’ll likely continue facing the same challenges.
• Don’t force employees to answer every question: Some questions may feel sensitive to departing employees. If they prefer not to answer certain questions, respect that and allow them to skip those questions without pressure.
• Don’t treat the survey like an interrogation: Keep the tone of the survey or interview positive and constructive. You want the employee to feel comfortable sharing, not defensive or guarded.

By following these steps and best practices, you’ll be able to gather more meaningful insights that can guide real change within your organization. Not only will this improve retention and management practices, but it will also help create a more positive work environment for your team.

How Exit Surveys Improve Team Dynamics

Exit surveys are more than just a way to gather feedback from departing employees—they offer powerful insights that can transform how your team operates. The feedback collected through these surveys often reveals patterns and trends that can help you better understand your team’s strengths and weaknesses. When paired with tools like TeamDynamics, these insights can go even further in helping your team define and improve its ways of working.

Understanding Team Strengths and Weaknesses

Exit surveys give you a behind-the-scenes look at what’s really working within your team and what isn’t. Are employees consistently pointing to a lack of communication? Do they mention unclear goals or poor team collaboration? This feedback can help you identify weaknesses that may not be obvious in daily operations but are affecting overall team performance.

For example, if several employees mention frustration over inconsistent communication, that’s a signal to re-evaluate how information is shared across the team. With this knowledge, you can create clearer communication channels, streamline processes, and improve how your team collaborates.

Evolving Team Norms

Every team develops its own set of norms—unspoken rules about how people interact, make decisions, and get work done. Exit surveys often reveal whether those norms are helping or hurting your team’s success. If employees are leaving because they feel out of sync with the team’s workflow, it might be time to adjust or evolve those norms.

This is where TeamDynamics can make a huge impact. By analyzing your team’s behaviors and how each individual’s personal preferences align with the broader team dynamics, you can reshape the way your team works together. TeamDynamics helps you and your team create intentional norms, and as team members change or new challenges arise, it gives you the tools to evolve those norms to keep your team functioning at its best.

Boosting Collaboration and Productivity

Exit surveys can also shed light on interpersonal relationships and how well team members work together. Sometimes the issue isn’t just the job itself, but how team members interact and collaborate. Do departing employees mention friction between colleagues? Are they frustrated by conflicting working styles?

TeamDynamics helps you take these insights and turn them into action. By giving each team member a better understanding of how their working preferences align with the rest of the team, TeamDynamics encourages better collaboration, reduces tension, and ultimately improves productivity.

A Tool for Long-Term Team Growth

The combination of exit survey feedback and TeamDynamics creates a powerful feedback loop for continuous improvement. As you address the insights from exit surveys, you’re not just fixing immediate problems—you’re building a more adaptable, high-functioning team for the long term. Teams that regularly evaluate and adjust their working styles are better equipped to handle challenges, communicate effectively, and perform at a higher level.

By leveraging both exit survey insights and a team-building tool like TeamDynamics, you can create a more cohesive, productive team that evolves with your organization’s needs. These tools help you build a stronger, more aligned team that can work together to achieve more.

Download Your Free Exit Survey Template

Ready to start collecting meaningful feedback from your departing employees? To make it easy, we’ve created a free downloadable exit survey template that you can use right away. This template includes all 15 key exit survey questions discussed above, designed to gather actionable insights about your team’s strengths, weaknesses, and overall workplace experience.

By using this template, you’ll be able to quickly identify the reasons employees are leaving, track trends over time, and take the necessary steps to improve your team’s performance and retention.

What’s Included in the Exit Survey Template:

• 15 essential exit survey questions that cover everything from job satisfaction to management effectiveness
• Quantitative scales for easy analysis and trend tracking
• Open-ended questions to capture deeper insights
• A format that can be customized to suit your organization’s needs

Exit surveys are a critical tool for understanding how to improve your team, but they’re even more effective when combined with the right team-building strategies. Tools like TeamDynamics can help you turn the insights from your surveys into real changes, making your team stronger and more cohesive.

Download your free exit survey template here and start using it in your organization today!

By providing a simple yet effective survey template, you can immediately start gathering the information you need to make data-driven improvements to your team.