How many questions should an exit survey have?

Between 8 and 12. The person is leaving and doesn’t have to answer, so a short survey gets more responses.

Is a survey or an exit interview better?

They work well together. The survey gives answers you can compare across people, and the interview lets you dig deeper. Many people are more honest in writing and without giving their name.

What should I do with the results?

Review exits together from time to time, look for the reasons that repeat most and pick one or two things to change. Share them with the leaders of each area.

Can I make the exit survey anonymous with SurvIQ?

Yes. Just don’t ask for a name or email. You can send it with a link, on WhatsApp or by email, and see the results in charts in real time.

All survey questions

Exit interview survey questions

Use these questions to understand why each person leaves and to find patterns, such as pay, leadership or growth, that are hard to see one case at a time. Don’t use them all: pick 8 to 12, start with the main reason and end with an open question.

Want to start with a ready-made survey?The template has the most important questions from this list, ready to edit, share by link, WhatsApp or QR code, and see results in real time.Use the template: Exit interview

Download all questions:

Reason for leaving

1.
What is the main reason you are leaving?
Single choiceBetter pay elsewhere · Lack of growth · Relationship with my manager · Workload or schedule · Personal reasons · Other
2.
What other factors influenced your decision?
Multiple choicePay · Benefits · Growth · Relationship with my manager · Workload · Schedule · Team climate · Personal reasons
3.
When did you start thinking about leaving?
Single choiceLess than a month ago · 1 to 6 months ago · More than 6 months ago · Soon after I joined
4.
Did you talk to anyone at the company about what bothered you before resigning?
Yes / No
5.
What could the company have done to make you stay?
Open-ended

Experience in the role

6.
How would you rate your overall experience here?
1 to 5 scale
7.
My role was what was described to me when I was hired.
Agreement scale
8.
I had what I needed to do my job well.
Agreement scale
9.
How would you describe your workload?
Single choiceVery low · About right · High but manageable · Too high
10.
How satisfied were you with your pay and benefits?
1 to 5 scale

Manager and leadership

11.
How would you rate the support from your manager?
1 to 5 scale
12.
My manager gave me useful feedback.
Agreement scale
13.
I could raise a problem with my manager with confidence.
Agreement scale
14.
I felt my work was recognized.
Agreement scale
15.
Company leaders clearly explained their decisions.
Agreement scale

Growth and team climate

16.
I had opportunities to learn and grow.
Agreement scale
17.
I saw a clear path to move forward in the company.
Agreement scale
18.
I was treated with respect on my team.
Agreement scale
19.
How would you rate the work climate on your team?
1 to 5 scale
20.
Did you experience or see any mistreatment or harassment you want to report?
Yes / No

Recommendation and next steps

21.
How likely are you to recommend this company as a place to work?
NPS 0 to 10
22.
Would you work with us again?
Single choiceYes · Maybe · No
23.
What are you going to do next?
Single choiceWork at another company in the same industry · Work in another industry · Start my own business · Study · Take a break · I’d rather not say

Open-ended questions

24.
What should we change so others stay?
Open-ended
25.
What did you like most about working here?
Open-ended
26.
What does your next job offer that you didn’t find here?
Open-ended
27.
What advice would you give your manager?
Open-ended
28.
Is there anything else you’d like to tell us?
Open-ended

Tips for your survey

Send it during the last week, before the person leaves. After the last day, few people answer.
Have someone other than the direct manager read the answers, and say so in the invitation. People speak more freely that way.
If only a few people leave each month, it’s easy to tell who answered. Don’t ask for names and review exits together, for example every six months.
If someone reports mistreatment or harassment, don’t leave it in the survey. Offer a safe channel where they can tell you more and follow up.
Look for reasons that repeat and act on them. The real value is helping the people who stay.

Frequently asked questions

How many questions should an exit survey have?: Between 8 and 12. The person is leaving and doesn’t have to answer, so a short survey gets more responses.
Is a survey or an exit interview better?: They work well together. The survey gives answers you can compare across people, and the interview lets you dig deeper. Many people are more honest in writing and without giving their name.
What should I do with the results?: Review exits together from time to time, look for the reasons that repeat most and pick one or two things to change. Share them with the leaders of each area.
Can I make the exit survey anonymous with SurvIQ?: Yes. Just don’t ask for a name or email. You can send it with a link, on WhatsApp or by email, and see the results in charts in real time.

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