It’s easy to come to an exit interview under-prepared and open with something like: “So, what’s up?” but you won’t get much from the meeting. Develop a list of questions for departing employees that address issues that are important to your firm and its culture. Some questions can be worded to solicit a direct answer, others just to get employees talking, but they should by no means be limited to why they are leaving. There is no definitive list of exit interview questions, but here a few suggestions:
1. What aspects of our operation do you think work particularly well?
2. What areas of our operation need work?
3. What was the most frustrating thing about working here?
4. Was there anything we could have done to keep you from leaving? This is an inquiry only; make it clear that you are not trying to convince them to stay.
5. What do you think our clients like best about us, what do they like least? I particularly like this question. I have found that departing employees tend to be quite willing to share their take on the client’s point of view — which can be very valuable.
6. Was the job what we told you it would be when you initially interviewed for the position?
7. Was there anyone in particular who was a mentor or strong positive role model for you here? Don’t miss the opportunity to pass this along to the appropriate person—and his or her manager.
8. How challenged were you here?
Adapted from 5 Steps to Creating an Environment Where Top Talent Thrives by Ross Mitch