Employee Exit Survey: How to Gather Insights & Improve Retention

Collecting honest feedback and getting the best insights is essential most of the time to notice various perspectives. One of the critical situations in which you may need the best insights is resignations.

Banyak karyawan yang meninggalkan perusahaan mereka karena berbagai alasan, seperti budaya perusahaan, upah yang tidak mencukupi, lingkungan kerja, jam kerja, dan beban kerja. Pengusaha harus menyelidiki alasan-alasan ini dan membuat perubahan yang diperlukan sesuai dengan umpan balik jika perusahaan membutuhkannya.  

There are various ways to collect constructive feedback from employees who resign. The most common way to do it is to conduct exit surveys.

Exit surveys are preferred because they can be created online and filled out quickly via mobile applications. In this article, you will learn methods, questions, and reasons to obtain the best insights in your surveys in a detailed way.

What is an employee exit survey?

An employee exit survey is a structured questionnaire given to departing employees to understand their reasons for leaving, gather feedback on their work experience, and identify areas for improvement within the organization.

Unlike exit interviews, which can sometimes lead to guarded responses, exit surveys provide employees with a confidential platform to share honest insights about management, workplace culture, compensation, career growth, and job satisfaction.

Leaders can create a better company culture when employees express their opinions about why they are leaving the organization.

The responses to the exit surveys show more clearly where the company has shortcomings. For this reason, the reactions should be noted and analyzed to improve employee engagement and retention. So companies can make the necessary moves to correct their shortcomings.

4 Reasons you should use employee exit surveys

Anda mungkin bertanya-tanya apa manfaat lain yang dapat diberikan oleh survei exit interview terhadap budaya kerja dan perusahaan. Dalam banyak hal, survei ini memberikan perspektif baru bagi perusahaan Anda, dan Anda menjadi perusahaan di mana karyawan bersaing untuk bekerja dengan Anda.

1. Dapatkan umpan balik yang bermanfaat

With the feedback and various ideas you get, you can bring new perspectives to the HR department and make existing employees more satisfied. This feedback is usually about situations that employees are uncomfortable with.

Engaged employees will be more committed to their workplace. In addition, they will embrace workplace projects as their own.

2. Membangun hubungan yang lebih kuat

Meskipun karyawan mengundurkan diri, bukan berarti mereka tidak akan pernah bekerja di tempat yang sama lagi. Mereka mungkin tidak menyukai rekan kerja mereka atau, yang lebih penting lagi, pekerjaan mereka di tempat kerja yang baru, dan mereka mungkin ingin bekerja dengan Anda lagi.

Untuk alasan ini, survei keluarnya karyawan dapat membantu Anda tetap berhubungan dengan mereka dan bahkan membangun ikatan yang lebih kuat.

3. Temukan titik lemah dan titik kuat

Criticism is one of the best ways to detect your weak points to improve yourself. Companies and their management groups need to be open to both positive and negative criticism because only in this way can they discover their strengths and weaknesses.

Jika Anda melakukan lebih banyak kegiatan untuk memperbaiki kelemahan Anda, Anda akan secara otomatis memuaskan karyawan baru Anda.

4. Hindari pengadukan lebih lanjut

While many people can work for you, hiring a new employee for a company is an important and lengthy process. Both employees and employers need to trust each other mutually. Every employee who leaves is a waste of time and effort for the company, and proper communication with employees can help you avoid these losses.

Bagaimana cara membuat survei akhir (exit survey)

Membuat survei keluar dapat bermanfaat untuk mengumpulkan umpan balik dari individu yang meninggalkan organisasi atau program Anda. Survei ini dapat membantu Anda mengidentifikasi area yang perlu ditingkatkan dan mendapatkan wawasan tentang alasan mereka keluar.

Berikut ini adalah panduan langkah demi langkah untuk membantu Anda membuat survei kepuasan pelanggan yang efektif:

1. Tentukan tujuan Anda

Determine the specific goals you want to achieve with the exit survey. For example, you should understand the reasons for employee turnover, identify areas of dissatisfaction, or gather suggestions for improvement.

2. Pilih metode survei

Tentukan format dan metode pengiriman untuk survei Anda. Anda dapat memilih antara alat survei online atau survei berbasis kertas.

3. Pilih pertanyaan survei

Develop a set of questions that align with your objectives. Consider a mix of closed ended (multiple-choice or rating scale) and open-ended (free text) questions. Here are some common types of questions to include:

• Informasi demografis: Kumpulkan data dasar seperti jabatan, departemen, masa kerja, atau alasan keluar.
• Pertanyaan-pertanyaan skala Likert: Gunakan skala penilaian untuk mengukur tingkat kepuasan, seperti meminta mereka menilai aspek-aspek pekerjaan atau organisasi.
• Multiple-choice questions: Offer predefined options for respondents, such as asking about the primary reason for their departure.
• Pertanyaan terbuka: Sediakan ruang bagi responden untuk memberikan umpan balik, saran, atau komentar tambahan yang terperinci.

4. Memastikan kerahasiaan dan anonimitas

Yakinkan responden bahwa jawaban mereka akan tetap rahasia dan anonim. Hal ini membantu mendorong jawaban yang jujur dan tidak bias.

5. Jaga agar survei tetap ringkas

Hargai waktu responden dengan menjaga agar survei tetap singkat dan terfokus. Hindari pertanyaan-pertanyaan yang tidak perlu atau berulang.

6. Uji coba survei

Sebelum mendistribusikan survei secara luas, lakukan uji coba dengan sekelompok kecil individu yang akan atau baru saja meninggalkan pekerjaannya. Hal ini akan membantu Anda mengidentifikasi masalah atau ketidakjelasan dalam survei dan membuat penyesuaian yang diperlukan.

7. Mendistribusikan survei

Once confident in the survey's design, distribute it to the intended audience. Send it via email, link to your organization's website, or distribute paper copies if necessary.

8. Tetapkan tenggat waktu dan kirim pengingat

Communicate the deadline for survey completion and consider sending reminder emails to encourage participation.

9. Menganalisis data

Setelah Anda mengumpulkan tanggapan, analisis data untuk mengidentifikasi pola, tren, dan wawasan utama. Carilah tema umum, masalah yang berulang, dan area yang perlu ditingkatkan.

10. Mengambil tindakan

Use the insights from the exit survey to inform your decision-making and improve your organization or program. Implement changes based on feedback to address any identified issues or concerns.

How to conduct an employee exit survey: 5 Best methods

Jika informasi yang telah Anda baca telah membuat Anda menyadari betapa bergunanya survei ini bagi perusahaan dan karyawan Anda, Anda mungkin berpikir tentang bagaimana cara membuatnya.

We have compiled three frequently used methods for you so that you will have an average knowledge of each one and can choose the best one for yourself.

1. Tatap muka

Salah satu cara yang paling sering digunakan untuk melakukan exit survey adalah dengan tatap muka. Kuesioner kertas yang lebih tua dan lebih tradisional disiapkan oleh departemen SDM dan diharapkan untuk dijawab oleh karyawan yang telah menyatakan niat mereka untuk mengundurkan diri.

You can ensure employees read the survey questions completely and answer them themselves. The downside is that the answers to these questions must be recorded and analyzed individually, which is a very long process.

2. Survei tercetak

Printed surveys are another way to collect honest feedback from your employees. You can quickly print the surveys you create on the computer and then give them to those who resign from their jobs. This method is more costly and laborious than others.

Employees must also be physically present in the office to complete the printed questionnaires, which many people do not want to deal with.

3. Panggilan telepon

Surveying by phone call is also one of the methods used, although it is not very popular. The first reason for its unpopularity is the low response rate to these surveys.

According to Pew Research, the response rate to telephone surveys continues to decline. During phone calls, the person in charge reads the previously prepared text to the resigned employees and records their answers.

However, this method is a very tiring process for both parties. Misunderstandings and poor connections can also hurt the results of the survey.

4. Membuat survei dengan menulis kode

Another well-known method is to write code to build an online exit survey. With this method, you can create a survey with your desired look. You need to know how to code or hire a program to do this.

The downsides of coding are that it is expensive and takes too long to create a survey. For this reason, although it is a well-known method, it is also a method that is no longer preferred.

5. Menggunakan alat pembuat survei

Another frequently preferred and popular method is online employee feedback and survey tools. One of the most preferred reasons is that online survey tools do not require coding knowledge, and surveys can be created online.

Selain itu, banyak alat pembuat survei yang menyertakan templat survei keluar, yang membuat pekerjaan Anda lebih mudah. Templat dan tema yang sudah jadi akan membantu Anda membuat survei dalam sekejap.

How to summarize the findings of exit interviews to improve performance

You'll have a tone of helpful information in your possession after conducting an employee departure interview. One issue remains for you to consider after the departing employee has been subjected to all of those exit interview questions: What will I do with this information?

Too frequently, businesses file it away without acting on the new information. In reality, 37% of HR managers claim to utilize departure interview data seldom. #Stop allowing it to happen to you.

Berikut adalah beberapa langkah untuk merangkum temuan-temuan dari wawancara keluar:

1. 1. Melakukan wawancara keluar dengan karyawan yang keluar

When your employees inform the human resources department that they want to resign, you should send them the exit survey you prepared earlier. You can do this in the way you think will be most useful for you. For example, these can be online surveys or paper surveys.

Your exit survey should include engaging questions with a purpose similar to other HR survey questions. Employees should answer questions without wasting too much time after leaving their work. Otherwise, it can be challenging to get the most honest feedback.

2. Menganalisis data untuk melihat apakah ada pola yang sama

Langkah selanjutnya dan salah satu langkah yang paling penting adalah menganalisis jawaban. Hal pertama yang harus dicari ketika menganalisis jawaban adalah apakah ada jawaban yang sama. Pola-pola yang sama ini memudahkan untuk mengidentifikasi kekuatan dan kelemahan perusahaan Anda.

You should especially note your weak points so that you don't face the same problems in the future. You should also record your employees' favorite features in your company so that you don't have to put effort into developing them further.

3. Membandingkan hasil wawancara akhir dengan hasil survei lainnya

Another way to analyze the survey results is to compare them with other employee surveys and forms. The general purpose of these surveys is to measure employee satisfaction with their work and to improve their performance. In all surveys, you can check whether employees answer the questions consistently.

If employees are dissatisfied with the same aspects across all surveys, the human resources department should prioritize improving them. This way, you can enhance your company culture and obtain more engaged employees.

4. Mengidentifikasi titik-titik lemah dan berupaya memperbaikinya

Langkah lainnya adalah mengidentifikasi dan mengkategorikan titik-titik lemah. Setelah Anda mengkategorikannya, akan lebih mudah untuk meningkatkannya. Misalnya, kekhawatiran karyawan dapat terkait dengan pekerjaan, lingkungan kerja, budaya perusahaan, alasan ekonomi, atau kerumunan.

Jika ada orang yang bertanggung jawab langsung atas masalah ini, Anda harus mengomunikasikannya dengan mereka. Jika masalah-masalah ini merupakan hal yang dapat diperbaiki dan diubah oleh perusahaan, maka hal ini harus dianggap penting, dan Anda harus berusaha untuk mengimplementasikan inovasi-inovasi ini.

5. Bagikan temuan Anda dengan para eksekutif untuk mengembangkan kebijakan baru

Langkah terakhir Anda adalah mencatat semua analisis Anda secara rinci dan membuat penilaian secara keseluruhan. Anda harus membagikan semua hasil tersebut dengan manajer di organisasi Anda dan memikirkan strategi baru untuk memperbaiki kekurangan-kekurangan tersebut.

Jika Anda dapat mengubah semua kekurangan ini menjadi kekuatan, Anda dapat membuat perusahaan Anda menjadi lebih menarik dari sudut pandang karyawan Anda.

Exit interview questions HRs should ask employees

If you want to create an exit survey from scratch and are unsure what questions to include, you should use the questions below.

Even if you don’t use the same questions below, you can take inspiration from them and develop more relevant questions for your own company.

General exit interview questions HRs should ask employees

The questions listed below are more generic exit interview questions. These inquiries may be asked during an exit interview regardless of the reasons for a candidate's departure from the organization. We will offer more detailed questions based on the kind of departure.

1. Why did you decide to leave [company]?

2. Apa yang mendorong Anda untuk mulai mencari pekerjaan di tempat lain?

3. Was a specific event that made you leave your position? Then what?

4. Apa yang diberikan oleh pekerjaan baru Anda yang tidak diberikan oleh pekerjaan sebelumnya?

5. Could anything has been done to keep you working for the company? Then what?

6. Apakah Anda berkonsultasi dengan siapa pun sebelum memutuskan untuk mengundurkan diri?

7. Apakah Anda akan kembali ke perusahaan ini? Apakah akan kembali atau tidak

8. Would others consider working for the company? Why not, then?

9. Apakah Anda pernah mengalami segala bentuk penindasan atau pelecehan? Jika ya, apakah Anda menghubungi bagian SDM?

10. Selama bekerja, apakah Anda mengalami kepemimpinan yang menarik atau mendorong?

11. Did you have the right equipment, materials, and/or training to fulfill your role's requirements? What was lacking if not?

12. Apakah Anda memiliki saran untuk meningkatkan daya tarik organisasi?

13. Apakah Anda memiliki komentar lain yang ingin disampaikan?

14. Is it acceptable if a representative of our human resources division contacts you to inquire about anything further?

Pertanyaan wawancara keluar untuk ditanyakan kepada karyawan ketika mereka pensiun

Masa yang pahit adalah masa pensiun. Mereka meninggalkan pekerjaan yang telah mereka kenal dan cintai, namun ini juga berarti mereka akan memiliki lebih banyak waktu luang dan kesempatan untuk mendapatkan pengalaman baru. Anda dapat mempelajari lebih lanjut tentang jalur karier dan tujuan masa depan karyawan yang akan pensiun dengan mengajukan pertanyaan-pertanyaan berikut ini saat wawancara.

15. Bagaimana perasaan Anda tentang pengembangan profesional dan pencapaian Anda di perusahaan?

16. Apa yang ingin Anda lakukan setelah Anda pensiun?

17. Apakah Anda yakin Anda memiliki cukup uang untuk menghidupi diri Anda di masa pensiun?

18. Sepanjang karier Anda, apakah perusahaan memberikan pelatihan dan dukungan yang cukup bagi Anda?

19. Apa yang mungkin telah dilakukan untuk meningkatkan pengalaman Anda atau membuatnya lebih sukses?

20. Apakah Anda memiliki rekomendasi untuk karyawan perusahaan saat ini atau yang akan datang?

21. Apakah Anda memiliki saran untuk meningkatkan tunjangan atau rencana pensiun perusahaan?

22. Apakah Anda berniat untuk terus bekerja dengan perusahaan dalam kapasitas apa pun, seperti melalui konsultasi atau menjadi sukarelawan?

Exit interview questions for terminated employees

Even though termination is never a simple topic, exit interviews are crucial. There are situations when a separation can be amicable. It might not be at other times. The following questions can be used to learn how a fired employee feels about the company and, ideally, address any rules or practices that may have contributed to their termination.

23. Dapatkah Anda menjelaskan keadaan yang menyebabkan pemutusan hubungan kerja Anda?

24. Apakah ada tanda bahaya atau tanda peringatan sebelum dipecat?

25. Did you receive the assistance and instruction you need for your role before your employment was terminated?

26. Did you feel that the management valued your work?

Exit interview questions to ask employees when they resigns voluntarily

There are many different causes for voluntary resignations, from personal to professional. The following questions can be used in an exit interview with a departing employee to learn more about their time there and, ideally, to change any rules or practices that may have contributed to their choice to leave.

27. Why did you decide to leave your position?

28. Apakah ada cara yang dilakukan perusahaan untuk menghentikan pengunduran diri Anda?

29. Apakah Anda yakin bahwa Anda diberikan instruksi dan bantuan yang tepat untuk posisi Anda?

30. Apakah komunikasi yang buruk dengan manajemen atau rekan kerja Anda memengaruhi pilihan Anda untuk berhenti?

31. Apakah Anda memiliki rekomendasi untuk meningkatkan budaya perusahaan atau tempat kerja?

32. Apakah Anda akan merekomendasikan perusahaan ini sebagai tempat yang tepat untuk bekerja?

33. Apakah Anda ingin menambahkan sesuatu yang lain terkait waktu Anda bekerja di perusahaan atau pengunduran diri Anda?

Pertanyaan wawancara keluar yang harus ditanyakan saat peserta magang meninggalkan perusahaan

The success of the intern program and the degree to which interns were assimilated into the company may be learned through exit interviews with interns. The following questions can be asked of a departing intern during an exit interview to learn more about their time with the company and, perhaps, to enhance any rules or procedures for future intern recruits.

34. What would you say about your time as an intern at the company?

35. Did you believe that you were given the proper instruction and assistance for your position?

36. Did poor communication with management or coworkers contribute to your decision to leave the internship program?

37. Do you have any recommendations about how to make the intern program or the workplace for interns better?

38. Would you suggest the company to prospective interns looking for experience?

39. Do you have any further comments on your time as an intern at the company and/or your decision to leave the program?

40. Would you think your experience working for the organization as an intern was beneficial to your career and personal development?

41. Would you ever think about submitting an application for full-time employment with the company? If not, why not?

How can exit interviews affect the retention of employees

Employee retention is greatly influenced by employee engagement. However, departure interviews will only affect employee retention if the lessons learned are acted upon and applied to benefit the rest of your staff.

Sekitar 85% karyawan dianggap tidak terlibat di tempat kerja. 1 Meskipun angka tersebut mungkin sulit untuk dipahami, masih ada beberapa langkah yang dapat Anda lakukan untuk mengubah keadaan.

Tiga elemen berikut ini secara signifikan memengaruhi keterlibatan karyawan:

• Hubungan antara supervisor dan karyawan
• Kepercayaan karyawan terhadap manajemen perusahaan
• Rasa kerja sama tim karyawan

Keep these in mind as you prepare for the departure interview and ask questions to discover how you may enhance relationships, trust, and pride in your company.

Cara mendapatkan manfaat dari survei keluarnya karyawan

You may learn a lot from exit interviews. Don't waste the opportunity to learn by failing to use employee departure surveys. Employee surveys may be used at any time, not only when someone is leaving, but they are especially crucial when someone is about to leave. It's important to receive comments from others since, according to 71% of workers, it makes them more productive.

One of the last opportunities you have to hear from an employee before they leave your firm is when they are about to leave. Don't pass up the chance to learn from them; utilize constructive criticism to improve your team's workplace.

Remember that the main objective of departure interviews is to use the knowledge you gain to improve workplace culture for your current and future teams. Take advantage of every employee leaving to enhance your business.

Improve employee retention with the Empuls exit survey software

Losing employees is inevitable, but understanding why they leave can help organizations build a better workplace. Empuls’ employee exit survey software provides structured feedback to uncover key reasons for attrition, helping HR teams make informed decisions that improve retention.

🔹 Automated & customizable surveys: Make exit surveys effortlessly with pre-designed templates or create your own.

🔹 Confidential & honest feedback: Ensure departing employees feel safe sharing their experiences.

🔹 AI-driven analytics: Identify trends and recurring issues to address workplace concerns.

🔹 Easy integration: Conduct surveys seamlessly via Slack, Microsoft Teams, or email.

🔹 Actionable insights: Use real-time data to refine policies, improve engagement, and boost retention.

Don’t let valuable feedback walk out the door. With Empuls’ employee exit interview survey, turn departures into opportunities for workplace growth and improvement.

Poin-poin penting yang dapat diambil

Mengumpulkan umpan balik yang jujur dan meminta pendapat karyawan akan membantu Anda meningkatkan perusahaan Anda. Anda dapat mengubah budaya dan kondisi kerja perusahaan Anda sehingga perusahaan dan karyawan dapat memperoleh efisiensi yang maksimal.

Exit surveys are one of the best ways to get the most honest feedback because a resigning employee can freely offer his or her opinions about coworkers and the work environment without hesitation.  

To get the best results, face-to-face and online surveys built by survey-maker tools are the most practical and effective.

Moreover, with the ready-made templates offered by survey maker tools, you can create professional surveys in no time and ensure that employees can access these surveys from anywhere, thanks to the phone application. Start creating exit surveys to collect feedback without wasting time!