Employee Exit Interviews

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Employee Exit Interview: A survey that is conducted with an employee when he or she leaves the company.

Employee Exit SurveyNBRI’s Employee Exit Interviews provide unique insights about the organization from employees who have chosen to leave its employ.  Current employees may feel they cannot speak up, and issues can go unnoticed for years, resulting in lawsuits, financial loss, or bankruptcy.  Areas within the company with adverse management behavior or employment conditions are identified, and with NBRI’s ClearPath Analytics and ClearPath Action, the issues are rectified, eliminating major sources of turnover.

Voluntarily terminating employees can cost over 150% of the employee’s annual salary in:

Implementing an employee exit interview process pays for itself many times over, saves money, improves and stabilizes the workplace, and makes the company a better, stronger entity.

Employee Exit Interviews Case Study

A Fortune 500 Manufacturer engaged NBRI to conduct employee exit interview surveys on an ongoing basis by telephone in order to determine why employees were leaving their employ. The surveys were conducted after the employees had physically left the premises in order to obtain the purest data possible. Although this methodology negatively impacts the response rate, NBRI consistently reaches a 95% Confidence Level. Based on this reliability, management can be certain that the data truly represents the thinking of the employee population as a whole.

Supervision was by far the overriding factor contributing to employee turnover. NBRI ClearPath Analytics provided even greater, pinpointed insight. Performance evaluations were perceived to be unfair. This drove employee beliefs in a negative manner regarding diversity, discrimination, career advancement, and a host of other issues.

NBRI recommended that the Client focus solely on the root cause determined by a thorough analysis of the employee exit interview data. Within six months of changing the employee perceptions of the fairness of performance evaluations, the scores of all items driven by the root cause increased as well. Since the root cause was driving 45% of all of the Client’s survey questions, this was significant improvement indeed. More importantly, employee turnover was reduced by over 80%, and the most common reason for leaving became ‘to start a home business.’

The Standard NBRI Employee Exit Interview includes 37 questions covering 18 topics, requiring 10 to 15 minutes to complete, and is customized to achieve each organization’s specific goals for their study.

Standard Employee Exit Interview Topics

Autonomy Benefits Career Development
Communications Compensation Ethics
Job Satisfaction Job Training Life Balance
Management Style Performance Evaluations Policies
Recognition Sexual Harassment Supervision
Teamwork Work Life Working Relationships

Employee Exit Interviews Related White Paper

Forecasting and Preventing Employee Turnover to Increase Profits – There are many costs involved in doing business. One of these costs is turnover. When employees leave the organization, they represent investments that are no longer reaping dividends.

View all Employee Survey White Papers by NBRI.

NBRI’s scientific approach and expertise has enabled our organization to obtain actionable data that we’ve been able to communicate in a manner that is meaningful to improve business outcomes.Denise Harrell
M&T Bank

My project manager is helpful and knowledgeable, and we like having access to the benchmarking data.Kristen McDade
TXU Energy

Everyone I work with at NBRI is very professional. Additionally, the Root Cause Analysis is extremely helpful for us to interpret the data and focus our improvement efforts.Kimberly Ulibarri
Utah Transit Authority

  • Onboarding Surveys

    provide clients with targeted actions for reducing turnover.

  • Employee Attitude Surveys

    provide a way to improve productivity and commitment by identifying the root causes of workplace attitudes.

  • Employee Engagement Surveys

    measure the extent to which employees are passionate about their work and emotionally committed to their coworkers and company.

  • Employee Opinion Surveys

    can be morale-boosting for those who may not have many other opportunities to express their views confidentially.

  • Employee Satisfaction Surveys

    allow for increased productivity, job satisfaction, and loyalty by identifying the root causes of employee satisfaction and targeting these areas.

  • Organizational Assessment Surveys

    offer accurate identification and measurement of the key drivers of financial performance of a company.

  • 360-Degree Surveys

    provide feedback from members of an employee's immediate work circle, such as subordinates, peers, and supervisors, as well as self-evaluation.