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.

Ramai pekerja meninggalkan syarikat mereka kerana banyak sebab, seperti budaya syarikat, gaji yang tidak mencukupi, persekitaran kerja, waktu kerja, dan beban kerja. Majikan harus menyiasat sebab-sebab ini dan membuat perubahan yang diperlukan mengikut maklum balas jika syarikat memerlukannya.  

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 tertanya-tanya apa faedah lain tinjauan temuduga keluar boleh membawa kepada budaya kerja dan syarikat. Dalam banyak cara, tinjauan ini memberi syarikat anda perspektif baru, dan anda menjadi sebuah syarikat di mana pekerja bersaing untuk bekerja dengan anda.

1. Dapatkan maklum balas yang berguna

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. Membina hubungan yang lebih kukuh

Walaupun pekerja meletak jawatan, ini tidak bermakna mereka tidak akan pernah bekerja di tempat yang sama lagi. Mereka mungkin tidak menyukai rakan sekerja mereka atau, lebih penting lagi, pekerjaan mereka di tempat kerja baru mereka, dan mereka mungkin mahu bekerja dengan anda lagi.

Atas sebab ini, tinjauan keluar pekerja dapat membantu anda terus berhubung dengan mereka dan juga membina ikatan yang lebih kuat.

3. Cari titik lemah dan 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 aktiviti untuk memperbaiki kelemahan anda, anda secara automatik akan memuaskan pekerja baru anda.

4. Elakkan churn selanjutnya

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.

Cara membuat tinjauan keluar

Mencipta tinjauan keluar boleh menjadi berharga untuk mengumpulkan maklum balas daripada individu yang meninggalkan organisasi atau program anda. Tinjauan ini dapat membantu anda mengenal pasti bidang untuk penambahbaikan dan mendapatkan pandangan tentang mengapa mereka berlepas.

Berikut ialah panduan langkah demi langkah untuk membantu anda mencipta tinjauan keluar yang berkesan:

1. Tentukan objektif 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 kaedah tinjauan

Tentukan format dan kaedah penghantaran untuk tinjauan anda. Anda boleh memilih antara alat tinjauan dalam talian atau tinjauan berasaskan kertas.

3. Pilih soalan tinjauan

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:

• Maklumat demografi: Kumpulkan data asas seperti jawatan, jabatan, tempoh perkhidmatan atau sebab untuk keluar.
• Soalan skala Likert: Gunakan skala penarafan untuk mengukur tahap kepuasan, seperti meminta mereka menilai aspek pekerjaan mereka atau organisasi.
• Multiple-choice questions: Offer predefined options for respondents, such as asking about the primary reason for their departure.
• Soalan terbuka: Berikan ruang kepada responden untuk memberikan maklum balas terperinci, cadangan atau komen tambahan.

4. Memastikan kerahsiaan dan kerahsiaan

Beri jaminan kepada responden bahawa jawapan mereka akan kekal sulit dan tanpa nama. Ini membantu memupuk tindak balas yang jujur dan tidak berat sebelah.

5. Pastikan tinjauan ringkas

Hormati masa responden dengan memastikan tinjauan pendek dan fokus. Elakkan soalan yang tidak perlu atau berulang.

6. Ujian rintis kaji selidik

Sebelum mengedarkan tinjauan secara meluas, lakukan ujian perintis dengan sekumpulan kecil individu yang meninggalkan atau baru-baru ini pergi. Ini akan membantu anda mengenal pasti sebarang isu atau kekaburan dalam tinjauan dan membuat pelarasan yang diperlukan.

7. Mengedarkan tinjauan

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 tarikh akhir dan hantar peringatan

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

9. Menganalisis data

Sebaik sahaja anda mengumpulkan respons, analisa data untuk mengenal pasti corak, aliran dan cerapan utama. Cari tema biasa, isu berulang, dan bidang untuk penambahbaikan.

10. Ambil 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 maklumat yang anda baca telah membuat anda menyedari betapa bergunanya tinjauan ini untuk syarikat dan pekerja anda, anda mungkin berfikir tentang cara menciptanya.

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. Bersemuka

Salah satu cara yang paling banyak digunakan untuk menjalankan tinjauan keluar adalah secara bersemuka. Soal selidik kertas yang lebih tua dan lebih tradisional disediakan oleh jabatan HR dan dijangka dijawab oleh pekerja yang telah menyatakan hasrat mereka untuk meletak jawatan.

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. Tinjauan bercetak

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 telefon

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. Buat tinjauan dengan menulis kod

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 tinjauan

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 tinjauan termasuk templat tinjauan keluar, yang menjadikan pekerjaan anda lebih mudah. Templat dan tema siap sedia akan membantu anda membuat tinjauan dalam satu minit.

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 meringkaskan penemuan wawancara keluar:

1. Mengadakan temuduga keluar dengan meninggalkan pekerja

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 sama ada terdapat corak yang dikongsi

Langkah seterusnya dan salah satu langkah yang paling penting ialah menganalisis jawapannya. Perkara pertama yang perlu dicari semasa menganalisis jawapan adalah sama ada terdapat jawapan biasa. Corak yang dikongsi ini memudahkan anda mengenal pasti kekuatan dan kelemahan syarikat 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. Bandingkan keputusan temuduga keluar dengan hasil tinjauan lain

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. Kenal pasti titik lemah dan berusaha memperbaikinya

Langkah lain ialah mengenal pasti dan mengkategorikan titik lemah. Sebaik sahaja anda telah mengkategorikannya, lebih mudah untuk meningkatkannya. Sebagai contoh, kebimbangan pekerja boleh dikaitkan dengan kerja, persekitaran kerja, budaya syarikat, sebab ekonomi, atau pergolakan.

Sekiranya orang langsung bertanggungjawab terhadap masalah ini, anda harus menyampaikannya dengan mereka. Sekiranya masalah ini adalah perkara yang boleh diperbaiki dan berubah oleh syarikat, mereka harus diberi kepentingan, dan anda harus berusaha untuk melaksanakan inovasi ini.

5. Kongsi penemuan anda dengan eksekutif untuk membangunkan dasar baru

Langkah terakhir anda adalah untuk mencatat semua analisis anda secara terperinci dan membuat penilaian keseluruhan. Anda harus berkongsi semua keputusan dengan pengurus anda dalam organisasi anda dan memikirkan strategi baru untuk memperbaiki kekurangan ini.

Jika anda boleh mengubah semua kekurangan ini menjadi kekuatan, anda boleh menjadikan syarikat anda lebih diingini dari perspektif pekerja 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 mula mencari kerja di tempat lain?

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

4. Apakah yang diberikan oleh pekerjaan baru anda bahawa pekerjaan anda yang terdahulu tidak?

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

6. Adakah anda berunding dengan sesiapa sahaja sebelum membuat keputusan untuk meletakkan jawatan?

7. Adakah anda akan kembali ke syarikat? Sama ada atau tidak

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

9. Pernahkah anda mengalami sebarang bentuk buli atau gangguan? Jika ya, adakah anda menghubungi HR?

10. Sepanjang pekerjaan anda, adakah anda mengalami kepimpinan yang menarik atau menggalakkan?

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

12. Adakah anda mempunyai sebarang cadangan untuk meningkatkan rayuan organisasi?

13. Adakah anda mempunyai komen lain untuk dibuat?

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

Keluar dari soalan temuduga untuk bertanya kepada pekerja apabila mereka bersara

Masa pahit adalah persaraan. Mereka meninggalkan pekerjaan yang mereka kenal dan sayangi, tetapi ini juga mungkin bermakna mereka akan mempunyai lebih banyak masa lapang dan peluang untuk pengalaman baru. Anda boleh mengetahui lebih lanjut mengenai laluan kerjaya pekerja bersara dan matlamat masa depan dengan bertanya kepada mereka soalan berikut semasa temu duga keluar.

15. Bagaimana perasaan anda tentang pembangunan profesional dan pencapaian anda di syarikat?

16. Apa yang anda ingin lakukan selepas anda bersara?

17. Adakah anda percaya anda mempunyai wang yang cukup untuk menyara diri semasa bersara?

18. Sepanjang kerjaya anda, adakah syarikat memberi anda latihan dan sokongan yang mencukupi?

19. Apa yang mungkin telah dilakukan untuk meningkatkan pengalaman anda atau menjadikannya lebih berjaya?

20. Adakah anda mempunyai sebarang cadangan untuk pekerja syarikat yang hadir atau akan datang?

21. Adakah anda mempunyai sebarang cadangan untuk menambah baik faedah atau pelan persaraan syarikat?

22. Adakah anda berhasrat untuk terus bekerja dengan syarikat dalam apa jua kapasiti, seperti melalui perundingan atau sukarela?

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. Bolehkah anda menerangkan keadaan yang membawa kepada penamatan anda?

24. Adakah terdapat bendera merah atau tanda amaran 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. Adakah cara syarikat itu mungkin telah menghentikan peletakan jawatan anda?

29. Adakah anda percaya bahawa anda diberi arahan dan bantuan yang tepat untuk kedudukan anda?

30. Adakah komunikasi yang lemah dengan pengurusan atau rakan sekerja anda mempengaruhi pilihan anda untuk berhenti?

31. Adakah anda mempunyai sebarang cadangan untuk meningkatkan budaya korporat atau tempat kerja?

32. Adakah anda mencadangkan syarikat itu sebagai tempat yang bagus untuk bekerja?

33. Adakah anda ingin menambah apa-apa lagi mengenai masa anda semasa bekerja untuk syarikat atau peletakan jawatan anda?

Keluar dari soalan wawancara untuk ditanya apabila pelatih meninggalkan syarikat

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.

Kira-kira 85% pekerja dianggap terlepas di tempat kerja. 1 Walaupun nombor itu mungkin sukar difahami, masih ada langkah yang boleh anda lakukan untuk mengubah perjalanan peristiwa.

Tiga elemen berikut memberi kesan ketara kepada penglibatan pekerja:

• Hubungan antara penyelia dan pekerja
• Keyakinan pekerja terhadap pengurusan syarikat
• Rasa kerja berpasukan pekerja

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.

Bagaimana untuk mendapat manfaat daripada tinjauan keluar pekerja

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.

Perkara utama yang perlu diambil

Mengumpul maklum balas yang jujur dan meminta pendapat pekerja akan membantu anda meningkatkan syarikat anda. Anda boleh mengubah budaya dan keadaan kerja syarikat anda supaya majikan dan pekerja dapat memperoleh kecekapan maksimum.

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!