Exit interview questions and how to answer them
You’re in your last days at a job and receive an invitation for an exit interview. Not sure what to expect? It's a relatively common practice when someone leaves an employer.
Exit interviews provide an organisation the chance to ask why an employee is leaving, and learn how to better hire and retain their people. It’s important to note that you don’t have to do an exit interview when asked, although it’s a good chance to provide insight into your reasons.
No matter your reasons for leaving a job, sometimes it can be hard to know what to say in an exit interview. We take you through what you need to know about exit interviews, including how to answer the most common exit questions.
What is an exit interview?
As an employee, you’ll typically be offered an exit interview once you have resigned or left the organisation. The purpose of exit interviews is for companies to learn about your experience with the organisation to help them improve hiring and retention.
Some of the most common employee exit interview questions include:
Why did you choose to leave?
How was your experience working here?
Did you receive frequent feedback and enough training?
What would make this a better place to work?
Exit interviews are not mandatory by law, but they are helpful to your former workplace. It can be a good way to finish your formal relationship, as well as provide them with useful information.
Why are exit interviews important?
Exit interviews are important as they allow workers to give feedback and for companies to receive insight into their employees’ experiences. This important feedback for human resources or management can help the organisation improve their work culture, morale and leadership, finding out first-hand what their people want and need. You may also be asked to give feedback on the interview itself, to help your former HR team learn how to conduct an exit interview.
Common exit interview questions
Reading up on common questions can help you prepare your exit interview answers ahead of time, ensuring you cover everything you feel is important. The below is a common exit interview template and examples of some questions that companies may use during the interview.
Why did you decide to leave the organisation?
Asking why you decided to leave the organisation helps human resources and leadership learn if there’s anything about the role or workplace in particular that makes employees look for work elsewhere. This gives them opportunities to improve retention rates and try to negotiate for you to stay. If you’re asked this question, it’s best to answer honestly but tactfully, to help maintain the relationship with the organisation.
Some ways you can answer why you’re leaving an organisation include:
I believe I have progressed as far as I can within the organisation.
I want to develop new skills outside of my job within the organisation.
I am moving away and could not continue my role remotely.
I dont feel as if I'm thriving in my role.
I feel I’m ready for more responsibility.
I feel my values do not line up with that of the organisation.
I want to explore another industry or role.
I’m leaving for personal reasons.
Your answer should be clear and to the point, and you don’t need to provide more information than you’re comfortable with.
Can you describe your overall experience working here?
Companies may ask how you would describe your overall experience working in your organisation. Your answer can help shed insight into the workplace culture, as well as problems that employees may be facing.
Some good ways to describe your overall experience at an organisation include:
I enjoyed being able to learn a lot about [insert learnings], but feel I am ready to take on more responsibility.
While I feel there could be more transparency throughout the organisation, I was always happy with the support I received from my direct supervisor.
It could be a stressful environment with tight deadlines, but the work itself was fulfilling.
I enjoyed how much independence I was given during the role, but did feel like I could have been given more training.
The organisation provided good flexibility, such as being able to work from home, but I feel the workplace culture mainly benefited employees working at head office.
Even if you’ve had a negative experience with the organisation, remember to think about what was good about your time there. This will help you give a balanced answer.
What did you enjoy most about your role and the organisation culture?
When companies ask what you enjoyed most about your role and the organisation's culture, they’re looking for things they’re doing well. This lets them know they should continue investing in these things to help retain staff.
Some areas you may mention you enjoyed about your role or the organisation culture include:
I enjoy the flexible work arrangements, such as being able to work from home and early finishes on Fridays. This helped me balance my work and personal life.
At the beginning of my role, I was trained through a buddy system. I really enjoyed this type of training and found it useful for my professional development.
I have enjoyed working with my colleagues and the different management structures. I found it easy to voice my opinions and knew I would get support when I needed it.
Our team bonding activities are a highlight for me. I enjoyed being able to socialise with my colleagues outside of work, while also meeting people from other teams.
I always appreciated the values of this organisation and how they cared for their staff. I was always met with support when I needed it.
The more detailed you can be with your feedback, the better. It can help ensure what you valued in your time continues, supporting your now ex-colleagues.
Did you feel your career goals and professional development were supported during your time here?
Most companies know professional development is an important part of retaining their staff. They’ll likely ask about how you feel they perform in this area from your own experience. This can be a sensitive topic for some people, especially if you feel they haven’t performed well. But giving a balanced and honest answer will be appreciated.
Some ways to answer about your career goals and professional development support during an exit interview include:
I feel like the organisation took an active role in understanding my career goals and helping me achieve them the best they could, but I feel I’ve gone as far as I can go.
While the organisation provided plenty of upskilling opportunities and training, I feel there were limited opportunities to use those skills or to advance my career.
I feel there was not a great focus on my career goals or professional developmen, but I did gain valuable experience.
I liked how the organisation had a focus on upskilling people to be able to promote from within, but this wasn’t an experience I was personally able to have here.
Remember, if you don’t want to answer an exit interview question, you don’t need to, and can simply say that you aren’t comfortable doing so or ask to skip the question.
Best practices for exit interviews
You shouldn’t feel scared or worried about doing an exit interview, but rather grateful to be able to voice your opinion and give feedback to the organisation. Even though the best exit interview questions should allow you to answer openly and honestly, remember to keep an open, positive mind. Some more tips for taking an exit interview include:
Be confident, but not confrontational.
Stay positive, while honest.
Provide as many details as you’re comfortable with.
Give realistic improvements.
Create a checklist of topics you’d also like to cover.
Avoid blaming others or saying negative things that aren’t constructive.
Remember, your exit interview is a good chance to make realistic recommendations for how you feel the organisation could provide a better experience to their employees. Be honest, confident and positive, keeping it as professional as possible to maintain a good relationship.
While exit interviews aren’t mandatory, they’re often encouraged by workplaces. Your feedback can help human resources and management know how to better support their team, retain staff and build a happy workplace.
If you’re asked to do an exit interview, whether in person, over the phone or online, practise your responses to common questions to help you feel more confident. Aim to be honest with your answers, while staying professional. If at any time you’re not comfortable answering a question, you can ask to skip that question. Always keep in mind that what you can say can be helpful to coworkers and the organisation going forward.
FAQs
Is participating in an exit interview mandatory?
Participating in an exit interview isn’t mandatory, but is encouraged. Many organisations will ask you to fill out an exit interview form to get feedback from you about your time with the organisation to help them learn. But there are no laws in Australia requiring you to do an exit interview.
Can I decline to answer certain questions in the exit interview?
You can decline to answer certain questions in an exit interview. As exit interviews are not mandatory, you do not have to do one, nor answer any questions you’re not comfortable answering.
How long does an exit interview usually take?
An exit interview may be as short as 10 minutes or as long as 90 minutes. How long an exit interview is depends on the organisation and the detail you give them with your answers. You may be given a form to complete in your own time, be invited to an interview over the phone, or have a meeting before or after your last day.
What happens after the exit interview?
After an exit interview, human resources or management may use your responses to help them improve employee retention rates. They may provide you with a copy of your responses, if you wish. It’s typically one of the last interactions you’ll have with an organisation, if the exit interview is after your last day.
