# Employee exit survey questions

Learn about avoidable friction when someone leaves.

If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.

## 1. Which factors contributed most to your decision to leave?

Answer: ____________________

## 2. What would you keep about the working experience?

Answer: ____________________

## 3. What advice would you give the team replacing you?

Answer: ____________________

## 4. How clearly were role expectations set when you joined?

Answer: ____________________

## 5. Which practical issue should a future colleague know about?

Answer: ____________________

## Author notes / illustrative keys where applicable

1. Allow several contributing factors and optional detail; leaving rarely proves a single cause or an individual manager's responsibility.
2. Preserve useful aspects of the working experience so remedial action does not remove something people value.
3. Capture practical transition advice without asking for confidential information about colleagues or future employment.
4. Distinguish expectations established at entry from conditions that changed later; this helps locate the stage needing attention.
5. Find an operational issue for a successor's handover; keep personal allegations separate from routine questionnaire results.

Interpretation caution: Make sensitive questions optional and do not pressure someone to identify colleagues.