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Follow these exit interview best practices to make sure you’re getting the most actionable feedback from your outgoing employees
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Once an employee has handed in their notice and is on their way out the door, they’re usually a lot more willing to be open about what they didn’t like about their job.
And while that honest feedback can be hard to hear, it’s also some of the most valuable you can get when it comes to preventing employee turnover and absenteeism.
Follow these exit interview best practices to make sure you’re getting the most from one of the most powerful tools in the Human Resources toolbox when it comes to increasing employee retention.
Employee exit interviews are so effective because they help your company overcome what’s known as “the iceberg of ignorance”.
“The iceberg of ignorance” is the idea that because senior leaders are removed from their organizations’ day-to-day operations, they only see the tip of the iceberg when it comes to all the problems it faces. Researcher Sidney Yoshida even quantified how many problems the average executive team is aware of at just 4%.
On the other hand, a business’s front-line employees are collectively aware of 100% of its problems, since they’re the ones dealing with them. And some well-chosen employee exit interview questions will go a long way to revealing a lot more of that iceberg to your leaders.
They’ll help you unearth if your people are leaving because of:
Once you know what’s driving your people out of your business, you can address those issues – and improve your company culture, employee engagement, and retention rates.
And when your employees see their leaders are willing to fix the problems that get flagged in exit interviews, they’re more likely to open up about them before they’re on their way out in pulse surveys and one-to-ones.
These are the employee exit interview questions to ask to get actionable feedback from your outgoing employees:
Overworking your employees is a surefire way to drive them out the door. In fact, 10% of HR leaders blame employee burnout for causing more than half of the turnover in their organization. And a massive 77% of workers say they’ve experienced employee burnout at their current job – with more than half saying they’ve felt burned out more than once.
If burnout is a big driver behind the voluntary turnover in your business then you need to fix it – fast. Asking your outgoing teammates if they felt overworked in their role will help you spot the problem early and change course before it drives more talented teammates out the door.
Book a demo of Assembly today to see how easy it can make tracking burnout across your business
Strong benefits can help you attract and retain employees. And a great way to get to the bottom of which benefits your people care most about is by asking outgoing teammates which they actually use. Then you can improve your benefits package by simply doubling down on which ones people make use of and replacing the ones people don’t.
82% of people have thought about quitting a job because of a bad manager. And this question will help you get to the bottom of whether that’s why a teammate quit – and if there was a particular straw that broke the camel’s back.
If employees are resigning because of a specific person you need to take immediate action. Managers driving talented employees out of your business need to be provided with training, shifted into a role that suits them better, or let go. And you need to handle toxic employees fast before they alienate more of their teammates.
Your company culture will seriously suffer if your employees are left feeling like there’s “one rule for them and another for us” or your company’s leaders “talk the talk but don’t walk the walk”. And your top performers might choose to leave if they feel like leaders don’t deal with toxic teammates that impact how much they enjoy coming into work each day.
You can get to the bottom of this by asking if exiting employees feel like your company treats everyone equally – no matter what their job title is. Encourage them to be honest if they feel certain individuals got preferential treatment or were discriminated against.
41% of people have quit a job because it wasn’t providing them with enough progression opportunities. So, it’s crucial that you check if this was what drove each of your outgoing employees out the door.
If you’re regularly being told that people are jumping ship because they feel like they’ve hit a glass ceiling in your company you need to take this seriously. Restructuring teams or departments to redistribute responsibility to those who are keen to take it on is a great way of retaining top talent. And if a lot of your people are leaving because they feel like they’re stagnating, then every dollar you spend on a learning and development strategy is bound to have a huge return on investment.
Try Assembly to get all the tools you need to support each of your employees’ career goals and objectives in one place
Exit interviews are a great chance to see how the pay, benefits, and progression opportunities you were giving outgoing employees stacks up against the company they’re leaving for. If you spot trends in where you’re falling short across multiple exit interviews then you’ll know exactly what you need to change to keep your current teammates around – and make your job descriptions more appealing.
Employee engagement and staff retention go hand in hand. But since “engagement” isn’t a concrete and easily quantifiable metric, it can be hard to get a feel for just how engaged your people are. While running regular engagement surveys certainly helps, your teammates might be guarded about what they’re willing to say while they’re still your employee.
Your outgoing employees, on the other hand, are a lot more likely to be open about what parts of their job they don’t enjoy. While they might – understandably – feel uncomfortable criticizing individuals who’ve led to them leaving your ranks, they’re a lot more likely to be candid about the bad parts of the work itself. Asking them what tasks they did – and didn’t – like doing as part of their job will give you invaluable information when it comes to making sure you’re giving the teammates they’ve left behind interesting and engaging work.
Book a demo of Assembly to make tracking employee engagement a lot easier
Flexible working options are a priority for a lot of talented and ambitious employees in 2023. In fact, 71% of employees open to looking for a job aren’t happy with how flexible their current organization is willing to be.
With this in mind, it’s well worth asking your outgoing teammates how rigid they think your working policies are. Since 75% of workers would make flexibility the deciding factor between two jobs with identical pay, loosening up prescriptive work policies that don’t suit all your employees’ lives could help you attract and retain the best workers.
The best way to start is with the valuable information you can find in this exit interview template:
Follow these interview tips to walk away from each one with actionable feedback that can help you boost retention rates across your business – and transform your company into a go-to destination for future employees.
Just don’t make the mistake of waiting until an employee is on their way out before you ask for their constructive feedback on how you run your business. Stay interviews, performance reviews, and well-chosen one-to-one meeting questions all help you understand what your employees do and don’t like about their jobs before they’ve handed in their notice. So, be sure to bake those into your employee retention strategy as well for the best results.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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