Exit interview field descriptions
Exit Interview Field Descriptions
This guide provides detailed descriptions of each field in the exit interview questionnaire to help users understand what information is being collected and how it will be used.
Primary Reason for Leaving
This field captures the main reason for your departure from the organization. While there may be multiple factors influencing your decision, please select the option that most significantly contributed to your choice to leave.
| Option | Description |
|---|---|
| Career advancement elsewhere | You found a role with better growth opportunities, higher position, or expanded responsibilities at another organization |
| Better compensation package | You're leaving primarily for improved salary, benefits, bonuses, or other financial incentives |
| Work-life balance | You're seeking a role that offers better balance between work responsibilities and personal life |
| Relocation | You're moving to a different geographic location |
| Health/personal reasons | Health concerns or personal circumstances necessitate your departure |
| Workplace culture | Issues with company values, atmosphere, or interpersonal dynamics |
| Management issues | Concerns with leadership style, decision-making, or management practices |
| Job stress/burnout | Excessive workload, pressure, or emotional exhaustion |
| Further education | Pursuing additional education, certification, or training |
| Retirement | Leaving the workforce for retirement |
Satisfaction Ratings
These fields measure your satisfaction with various aspects of your employment experience on a scale of 1-5:
- 1: Very Dissatisfied
- 2: Dissatisfied
- 3: Neutral
- 4: Satisfied
- 5: Very Satisfied
| Field | Description |
|---|---|
| Workload and job responsibilities | Your satisfaction with the volume, distribution, and nature of your assigned tasks |
| Compensation and benefits | Your satisfaction with salary, health benefits, retirement plans, and other compensation elements |
| Team collaboration and support | Your satisfaction with how well your team worked together and supported each other |
| Management and leadership | Your satisfaction with supervision, guidance, and overall leadership |
| Professional growth opportunities | Your satisfaction with chances for skill development, advancement, and career progression |
| Available resources and tools | Your satisfaction with access to necessary equipment, software, and resources to perform your job |
| Communication and transparency | Your satisfaction with information sharing, clarity of expectations, and organizational transparency |
| Recognition and appreciation | Your satisfaction with acknowledgment of your contributions and achievements |
Work Environment Assessment
These fields evaluate aspects of your work environment on a scale of 1-5:
- 1: Poor
- 2: Below Average
- 3: Average
- 4: Good
- 5: Excellent
| Field | Description |
|---|---|
| Work-life balance | How well you were able to balance work responsibilities with personal life |
| Stress level management | How manageable your work-related stress was (higher score = better stress management) |
| Support received in your role | The level of assistance, guidance, and backing you received from colleagues and management |
Resources and Training
These fields assess the quality of resources and training provided on a scale of 1-5:
- 1: Poor
- 2: Below Average
- 3: Average
- 4: Good
- 5: Excellent
| Field | Description |
|---|---|
| Quality of training provided | The effectiveness and comprehensiveness of onboarding, skill development, and ongoing training |
| Adequacy of equipment and resources | The sufficiency and quality of tools, technology, and materials provided |
| Effectiveness of safety protocols | How well workplace safety measures were implemented and maintained |
Yes/No Questions
These fields capture binary responses about your experience:
| Field | Description |
|---|---|
| Received regular feedback | Whether you received consistent, constructive feedback about your performance |
| Had resources needed | Whether you had access to all necessary tools, information, and support to perform effectively |
| Felt valued as an employee | Whether you felt your contributions were recognized and appreciated |
Recommendation Rating
This field measures how likely you are to recommend the organization as a workplace to others on a scale of 1-5:
- 1: Not at all likely
- 2: Unlikely
- 3: Neutral
- 4: Likely
- 5: Very likely
This metric helps the organization understand overall employee satisfaction and serves as an indicator of workplace culture.
Areas for Improvement
This multi-select field allows you to identify specific areas where the organization could improve. You may select multiple options:
| Option | Description |
|---|---|
| Training and development | Programs for skill building, professional growth, and career advancement |
| Equipment and resources | Tools, technology, and materials needed to perform job functions |
| Staffing levels | Adequacy of personnel to handle workload without excessive pressure |
| Communication | Information sharing, transparency, and clarity of expectations |
| Work schedules | Flexibility, predictability, and reasonableness of working hours |
| Management support | Guidance, assistance, and backing from supervisors and leadership |
| Safety protocols | Measures to ensure physical and psychological safety in the workplace |
| Employee recognition | Acknowledgment and appreciation of contributions and achievements |
| Compensation and benefits | Salary, health benefits, retirement plans, and other financial incentives |
| Work environment | Physical workspace, company culture, and interpersonal dynamics |
How This Information Is Used
The data collected through exit interviews helps the organization:
- Identify patterns and trends in employee departures
- Pinpoint areas needing improvement
- Develop strategies to enhance employee satisfaction and retention
- Make informed decisions about workplace policies and practices
- Create a more positive work environment for current and future employees
All responses are treated confidentially and are used constructively to improve the organization.