Sample exit survey questions: great questions for employee exit survey that uncover real reasons for leaving

Getting honest feedback from departing employees requires asking the right sample exit survey questions that uncover real reasons for leaving. These questions reveal critical insights about workplace issues before they spiral into a retention problem.

We know that traditional exit interviews miss crucial information because people hold back—whether from discomfort, loyalty, or fear of burning bridges.

That’s why I’m a fan of AI-powered, conversational exit surveys. They create a safe, anonymous space where employees open up, helping you capture nuanced feedback that clunky forms never reveal. With tools like AI survey creators, you can launch these insightful conversations effortlessly.

Culture questions that uncover workplace dynamics

I’ve seen firsthand that culture is make-or-break for retention. These culture questions dig past surface-level complaints and shed light on what makes your organization tick—or sometimes, creak. And when respondents know their feedback is anonymous, honesty soars.

• How would you describe our company culture to a friend?
  This open-ended question welcomes stories, metaphors, and candid descriptions—far richer than any multiple-choice checkbox. It surfaces the “real talk” version of your culture.

• What aspects of our culture supported your work, and what hindered it?
  By inviting both positives and negatives, you get a balanced picture, not just complaints. This helps spot cultural strengths as well as pain points.

• Did you feel your values aligned with the company’s values?
  Values misalignment is a major driver of turnover; identifying it lets you strengthen your EVP from the inside out.

Can you share a recent moment that shows what our company culture feels like in practice?

Follow-ups generated by AI often unearth specific stories—both inspiring and cautionary—that static forms miss. In fact, a significant 74% of HR professionals identify poor compensation as the primary reason employees leave, but the root often lies deeper in culture and values. [1]

Management questions that reveal leadership impact

Effective managers amplify retention; weak ones drive people out. Since poor management accounts for 22% of employee exits [2], targeting leadership questions in your employee exit survey pays real dividends.

• How would you rate the support you received from your direct manager?
  This gives you a clear, numeric baseline for leadership effectiveness.

• What could your manager have done differently to support your success?
  Open feedback on leadership behaviors quickly highlights actionable coaching needs.

• How often did you receive meaningful feedback on your performance?
  Surprisingly few companies rigorously track feedback frequency—yet it can make or break engagement and development.

What, specifically, could leaders have done to help you navigate challenges over the past year?

For richer feedback, I lean on automatic AI follow-up questions that dig deeper after every answer—no more ambiguity or missed improvement opportunities.

Growth questions that expose development gaps

Lack of career opportunities makes top talent bolt—it’s the reason 60% of employees leave. [2] If you aren’t asking about growth, you’re flying blind.

• Did you see a clear path for career advancement here?
  Clarity around progression often determines whether someone stays or moves on.

• What skills did you want to develop that weren’t supported?
  Many organizations miss out simply by ignoring skill development trends highlighted in exit feedback.

• How well did your role match your career goals?
  This question checks alignment between aspirations and actual job fit—a subtle but powerful retention lever.

If training or mentorship were lacking, which types would have kept you engaged longer?

Analyzing responses with AI-powered analysis tools quickly surfaces themes in career progression barriers or missed upskilling opportunities. Ignore these at your peril—every unaddressed growth gap is an opportunity for a competitor to poach your best talent.

Compensation questions that address financial factors

While culture, management, and growth matter, let’s not kid ourselves: pay rules. In fact, that same 74% of HR professionals cited poor compensation as the top reason for employee exits. [1] But “compensation” is about more than base salary—it’s the whole package.

• How competitive did you find our total compensation package?
  This covers base, bonus, equity, and perks—every part of what you’re trading for time and talent.

• Which benefits mattered most to you, and what was missing?
  Personalized benefits data help you invest in what employees actually care about, not just what’s trendy.

• Did compensation influence your decision to leave?
  It’s a blunt but necessary question—diplomatically probed by AI to gather honest feedback.

Was there a particular benefit or compensation element that could have convinced you to stay?

Employees are far likelier to open up about sensitive pay topics on anonymous Conversational Survey Pages than in-person with HR. That’s how you get truth, not just politeness.

Turning exit feedback into retention strategies

Getting quality data is only the first step. I use AI survey analysis tools to turn conversational feedback into focused retention plays—and the difference is night and day versus manual review. Only 10% of large enterprises feel they’re very effective at the employee exit stage, so this is a real opportunity to lead. [3]

• Pattern recognition
  AI spots themes in exit responses across teams, roles, or tenures—surfacing systemic risks before they become big problems.

• Sentiment analysis
  Understand not just what people say, but how they feel—anger, disappointment, or even gratitude come through with the right tools.

AI, what themes are emerging about manager communication in the Product department over the last 6 months?

List the top three reasons employees with less than two years’ tenure are citing for departure.

Is there any connection between satisfaction scores and role type in the latest batch of exit responses?

With AI-powered survey response analysis, I can “chat” directly with survey data—no waiting on reports, no sifting through spreadsheets. Actionable themes emerge in minutes, not months, letting HR teams iterate quickly and measurably on retention strategies. Related: in-product feedback surveys can surface similar insights in real-time as employees or customers reflect on their experience.

Build your employee exit survey with AI

If you’re serious about reducing unwanted turnover, conversational exit surveys are a must-have. They capture authentic, story-rich feedback, and—thanks to anonymous AI-powered follow-ups—spot risks traditional forms miss. You can quickly tailor and launch a survey that fits your organization using the AI survey editor.

Transform your exit interviews from a formality into a growth engine for your business. Conversational Survey Pages give every departing team member a safe, confidential channel to be honest.

Create your own survey to start uncovering why employees leave—and what you can do to retain your best talent.