Question Bank

20 Exit Survey Questions to Improve Your Employee Experience (Before it’s too Late)

Survey questions and tips to help you gather valuable feedback from leavers, boost employee retention, and keep your top talent engaged within your organisation.

Why HR leaders need this question bank:

Let’s face it—saying goodbye to employees is never easy. But a thoughtful exit process can help you uncover why they’re leaving and what you can do to keep others on board. A good exit survey isn’t just a checklist; it’s a chance to really understand their experience, spot areas to improve, and make changes that create a better workplace for everyone.

In this question bank, you’ll find a set of simple but powerful questions to get honest, meaningful feedback. Use it to boost your retention efforts and build a workplace where people love to stay!

What's inside

Why confidentiality matters: How to establish trust in exit surveys so employees feel safe sharing honest feedback.
20 impactful questions: Key questions crafted by People Scientists to add to your exit surveys to gather meaningful insights to make positive change for future employees.
Tips for encouraging leavers to fill in an exit survey: They may already have one foot out of the door, but their feedback is key to making meaningful change.
Post-survey steps: Practical steps to turn survey feedback into meaningful change that benefits new hires and the entire team.

“Listening to employees is essential from the very start to the very end of their journey. Exit interviews are especially important because they give people a chance to share any issues or concerns that may have led to their decision to leave. By taking this feedback onboard, organisations can create actionable plans and drive meaningful improvements.”

Bettina Bonello Ghio – People Scientist at Hive

“Giving colleagues a voice is key in maintaining engagement and is something we are very proud of at TH March Group. Our low staff turnover as well as length of service is evidence of that. Staff tend to remain with the Company for many years and our clients often comment that the continuity of service that established staff provide gives TH March Group the edge.”

Jo Morgan – HR Regional Director at TH March Group

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