Exit Surveys have been a practice since the 1950s, and are used to gather data about the reasons an employee is leaving their job, and what may have helped retain them (Brooks, 2007). There are many different things to consider when implementing exit surveys, or updating your current practices. Every agency, department, team, and individual is unique, take a look at the factors below to explore potential changes to your current practices. You can find a list of sample questions on the resources page.
 

Exiting is not the only time to listen deeply to employees' experiences, however. Consider how you provide opportunities for employees to speak up, and how you request feedback all year every year! (See also: Diversity Audits)
 

• What kind of survey does your agency administer? By phone, online, in-person? There are implications for each choice. Read on to learn how your method will impact other aspects of the process.

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• When do you conduct interviews or surveys? This may be impacted by the method of interview or survey. For example, phone interviews may be conducted a few weeks after an employee has left, giving them time to evaluate why they left or reflect on their experience. Meanwhile, online and in-person surveys may be conducted as a part of the exiting process, and making them mandatory will create a significant response.

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• Who conducts interviews or surveys? Again, this is impacted by the chosen method. Phone and in-person interviewers should be chosen carefully. You might consider asking the employee who they would like to conduct the interview, or even hiring an outside evaluator.

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• Questions to ask. You might focus on questions about your organizational culture, a person's supervisor, opportunities for leadership, or general job satisfaction. Questions could also focus on developing the vacated position--does the employee have any advice for changing the position description, title, duties, or fit for the position within the agency? Again, the survey method will impact the topics, or at least the number of topics you can cover in an exit survey. Questions may vary depending on the reason for leaving. For example, a retiring employee versus a fairly recent employee.

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• Focus groups. If you have a large agency, you may consider focus groups with employees who are leaving in the same couple of weeks. Moderators should be carefully chosen, and you may consider hiring an outside agency