exit interview powerpoint presentation

Exit Interview Questions (Example Answers Included)

Mike Simpson 0 Comments

By Mike Simpson

Though interviewing is most often seen as the entry point to employment, it is also an exit point.

If you have ever resigned from a job , then you know exactly what I’m talking about.

The dreaded exit interview.

“ Wait ,” you murmur, confused. “ The exit interview is clearly the very best part of leaving a terrible job! ”

Finally, after months or even years of quietly suffering, careful to hide the stress ball clenched between your not-so-silent fingers, you can finally speak up.

You have elaborate plans for a Powerpoint presentation where you present best practices in the field and painstakingly point out every, single time your manager failed to live up to your reasonable expectations.

It includes graphs . It includes photographic proof of several instances of clear injustice . You may even print out an accompanying poster!

It is payback time. POWERPOINT PAYBACK.

We understand the sentiment.

The sweet taste of rightful indignation released into the world would surely be glee-inducing in the moment.

That moment, however, would pass. Glee would quickly turn to regret. You may only regret that you failed to take the high road and be the bigger person. More likely, you will regret the aftermath of your presentation: the creaky sound of a drawbridge being lifted, permanently.

You will never work with this employer again.

Your supervisor, who may have thought of you fondly and opened up opportunities in the future, now thinks you are a privileged jerk. Colleagues wonder at your lack of professionalism. They may even take personal offense upon hearing your comments whispered through the corridors after you’ve left.

Congratulations, you have taken a whole room of would-be friends and professional contacts and turned them into enemies.

Not your intention?

We didn’t think so. That’s why we’re here to guide you through the exit interview process. You may not leave the room giggling like a twelve-year-old who has just discovered that Mentos explode in soda, but you will leave with your professional contacts intact.

What is an Exit Interview?

An exit interview is an exchange of ideas between an employer and employee at the end of their contract. Beyond this, the specifics of the interview can vary quite significantly.

Some employers don’t have them at all, though this is less common.

An exit interview can be formal or informal. It can be a written survey , entirely verbally conducted , or contain components of both .

Though most often a conversation with Human Resources, your exit interview can be conducted with any variety of people. The content and purpose, however, remain relatively consistent across employers.

Why Are They Done? Why Are They Important to HR?

An exit interview is an opportunity for employers to better understand what they are doing right and identify areas for improvement.

In theory, employers hope to increase productivity and decrease turnover by surveying employees as they sever their relationship with the organization.

Exit interviews are also an important way for Human Resources to get a sense of why employees are leaving for other positions. In practice, Human Resources may be less than interested in organizational improvement. After all, it would require a lot of paperwork.

An exit interview can be a good time for constructive, positive criticism. It is important, however, to pay close attention to how you’re being received. Better to leave any criticism at the door if it will cost you good will and potentially harm your reputation.

Common Exit Interview Mistakes to Avoid

Don’t be too negative.

If you have decided to include constructive criticism in your exit interview, don’t be too negative. Your morsel of wisdom is much more likely to be constructive if it is taken seriously. It is much more likely to be taken seriously if it is a sandwiched in a generally positive conversation. No one listens to a bitter employee, and it doesn’t take much to be labeled as such.

Don’t Make it Personal

We all have small office issues. Mike stole your stapler and Karen left her gross anchovies in the fridge all week. Marty constantly squeaks his chair and Claudia doesn’t wear deodorant. Don’t even get me started on Fred. This is neither the time nor the place to take about Fred.

Theses are not the kinds of issues that interest Human Resources. Complaining about personal problems during an exit interview will make you appear petty and unprofessional. 

Don’t Share Any Comments Other Than Your Own

Your job may not have been a jailhouse, but the don’t snitch rule applies all the same. Do not share or repeat things that colleagues have told you in confidence. You may be leaving, but they are not.

If they have already left, it is still not your place to burn their drawbridge. If Lisa wanted to have to swim a moat to get back in the good graces of your mutual employer, she can burn her own bridge. As tempting as it may be use colleague’s comments to bolster your own complaints, don’t do it. Lisa will thank you.

Top Exit Interview Tips

This is the most important tip we can give you. Kindness goes a long way in any situation, but is especially important in an exit interview.

Be gracious and thankful for the time you have spent at your soon-to-be past employment. Even the worst of jobs have elements of good. If needed, do a little brainstorming session on the things you’ll miss before your exit interview.

Despite any problems, this is a company that has provided your livelihood for some time. They have earned your kindness.

2. Be Professional

An exit interview is not the time to let your freak flag fly. Hopefully, you have behaved professionally in your place of employment up to this point. Keep it up for one more interview and you’re home free!

Dress appropriately for the day of your interview.

Avoid language that is too informal and make sure to be respectful. Keep your tone of voice quiet and pleasant throughout the process.

3. Be Factual

If there are issues you want to bring up use facts to illustrate your points. Telling Human Resources that you are underpaid can easily come off as entitled. Telling Human Resources that given you level of experience other companies are offering significant more money and it became too difficult to pass up sounds different. It provides real information, and also completed avoids any issues of entitlement. 

4. Be Positive

This should come hand-in-hand with being kind. Make sure that the bulk of your exit interview is positive. Mention how you’ve grown and what you’d learned.

The complement sandwich – where a constructive criticism is sandwiched between two complements – works for a reason.

People, and employers, are more likely to hear your complaints if you have demonstrated that you are on their side. Be on their side.

Four Common Exit Interview Questions with Sample Answers

Why are you leaving your position.

I learned an incredible amount at Company X, and I am really excited to bring that knowledge to a new environment. My new position is a better fit for my current career goals, which were fostered and developed by a great team here. 

What Was Your Least Favorite Things About Working Here?

I really enjoyed working at Company X. I did enjoy the creative side of my job more than the paperwork, but this is not a critique of the company.   I imagine I will feel that way throughout my career.

What Could We Have Done to Keep You On board?

It is a testament to the company that so many employees stay here throughout their career. Unfortunately, that leaves very little room for growth. I am at a point where I need a new challenge. I would have been open to staying here had I been able to grow into a new position with new challenges, but these opportunities were not available at this time. If new, higher-level positions were to open up in the future I would be happy to be considered and to return.

How Could Management Improve?

There were a number of things that management did really well. Expectations and roles were clearly defined. I always knew that I had the support of my team and really valued the comradeship that was fostered at Company X. If I had to give one area for improvement I would say that I sometimes felt that I didn’t have the creative freedom to explore new and better ways of doing things.

Putting it All Together

If you had a wonderful working experience and really are leaving for a better fit or promotion elsewhere, then following this exit interview advice will be easy.  

If, however, you had a Powerpoint Payback presentation all fleshed out with graphs and photos depicting the state of affairs at your old job, it may be harder to give the professional, kind, positive exit interview described here.

Take a deep breath, throw the Powerpoint into the bin, and spend some time developing a more positive headspace. You will be glad you did. 

For more information be sure to check out our two companion articles: “how to quit your job” and “how to write a resignation letter” !

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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Leverage our Exit Interview Process PPT template to discuss how organizations can ensure that the relationship with leaving employees ends smoothly and honest feedback is received to generate positive changes within the company. HR administrators, personnel managers, and executives can use this fully editable deck to explain how companies can use this process to improve their culture and gain insights into the manager’s efficiency and leadership qualities/skills. You can also use this set to discuss the crucial questions that should be part of the exit interview to ensure effective offboarding and why the process holds significant importance.

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Exit interview offers insight into the employees' reasons for resignation and their feedback regarding their experience with the company. Discuss the tips and importance of conducting a successful exit interview with our Exit Interview Process presentation template for MS PowerPoint and Google Slides.

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Exit Interview (1) - PowerPoint PPT Presentation

Exit Interview (1)

An exit interview is a meeting with an employee about to leave an organization to discuss about the employee’s reason for leaving the organizations generally conducted by a human resources staff member. – powerpoint ppt presentation.

• The exit interview process may contain the following
• Introductory steps like recording a resignation letter.
• The next step is to terminate any online access of the
• companys data.
• Taking back Companys property from the employee
• The status of employee benefits should be monitored.
• Made full final payment to the employee
• Conducting of exit interview
• What was the reason for leaving the organization?
• Rate the level of job satisfaction.
• Problems experienced in the working atmosphere. If any.
• Write about the workload and the targets that were assigned to you?
• What kind of relation you had with colleagues?
• How did you perceive your career goals in this company?
• The exit interview checklist may contain the following
• Reason for Termination
• Training and Development
• Pay and Benefits
• Work Environment
• Administrative Matters
• Explore more about
• HR Processes
• Performance Management

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Exit Interviews

Aug 28, 2014

140 likes | 539 Views

Exit 1. Adherence Assessment Survey. Exit Interviews. Exit 2. Purpose. The main reason is to ask for self report on adherence But interview will also check for— how long patient spent at the clinic how long patient took to travel to the clinic and how much it cost

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• data collectors
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Presentation Transcript

Exit 1 Adherence Assessment Survey Exit Interviews

Exit 2 Purpose The main reason is to ask for self report on adherence But interview will also check for— • how long patient spent at the clinic • how long patient took to travel to the clinic and how much it cost • how many of the patient’s prescribed ARVs and other drugs were actually dispensed • whether the medicines are correctly labelled • whether the patient knows how to take the medicine correctly These questions provide information on possible determinants of adherence

Exit 3 Sampling • Convenience sample • Goal: 30 interviews of patients who are on ART as they leave the clinic (except those who started on the day of data collection) • If there are less than 30 patients that day, then all should be interviewed • Each interview takes approximately 10 minutes; therefore, if patients come in a rush, it will be necessary for different numbers of data collectors to be interviewing at different times of day

Exit 4 Location • The last point of call for the patient is usually the dispensary • It is challenging to find a suitable place for the interviews because it should be— • Close to the dispensary • Afford enough privacy • Allow interviewer and interviewee to sit down • Have enough space so that more than one interview at a time can be conducted

Exit 5 How to Behave • It is important to be pleasant and polite • You should speak in a language well known to the patient—do not be officious, dress in a white coat, or speak with technical words • You must put the patient at ease if you wish to get real information • The main point is to build a trust so that when you get to the final questions on whether the patient has missed any doses in the last three days, he or she they will give you an honest answer

Exit 6 The Exit Interview—Introduction The patient is under no obligation to speak to you, so it is important to introduce yourself with the important points • You are working with the MOH to try and help to improve services for people taking ARVs • It will only take a few minutes • It is confidential. No harm or change will follow to the patient or clinic staff as a result of participation • The patient may stop the interview at any time

Exit 7 A Typical Introduction “Good Morning. My name is……… and I’m working with the Ministry of Health to try and help to improve services for ARVs in the country. I would like to speak to you for a few minutes about your experience in the clinic today and the medicines you are taking. All the information you give me will be entirely confidential so no one will know identities. It shouldn’t take more than 10 minutes. Would you mind speaking with me?” EVERYONE SHOULD PRACTICE THIS IN LOCAL LANGUAGE

Exit 8 Exit Interview Form • Take the manual (Chapter 4) and go over filling in the form, column by column • Discuss how this would be asked in local language • Discuss what to write down • Have two volunteers role play the interview in front of everyone. • Split into pairs and interview each other • Keep doing the exercises until everyone has a uniform way of asking the questions and is comfortable with the procedures

Exit 9 Exit Interview Form-1 Using chapter 4 of the manual to guide you, go through the guide to filling in the top of the form and each of the columns

Exit 10 Exit Interview Form -2

Exit 11 Exit Interview Form -3

Exit 12 Exit Interview Form 4

Exit 13 Exit Interview Form

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Four Advantages Of Having An Exit Interviews

In simple terms, an exit interview is an event where an employee who is about to leave your company is interviewed the same way as when he was getting hired for the job. Only this time, the questions are why they want to leave the job. As a Top Headhunting Company in Germany, we constantly counsel our clients to have exit interviews whenever any of their employees is leaving the company. Exit interviews can be a key to resolving many issues within your workplace. It is a great opportunity for you to spot the issues within the workplace giving you a golden chance to know what areas you are succeeding in and what areas need more work. As one of the top Headhunters in Germany, we have come up with a list of benefits you can reap by conducting an exit interview: 1. A Cost-Effective Tool To Your HR Kitty 2. Help You Learn Any Possible Issue That Needs Fixing 3. It Could Help In Making Your Company A Better Place To Wok 4. End Things At Good Note The suggestions gathered from the exit interview can help you make the company a better place to work. Giving a final goodbye in person and addressing all the concerns of the employee can help you end the relationship on good terms. So be smart about it and have a structured approach towards the same.

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Top Exit Interview Questions and Answers you Must Prepare

Do you want to master the art of Exit Interviews? If so, our extensive blog can help you explore essential questions and insightful answers to navigate this crucial process effectively. Let's dive in to explore Exit Interview Questions and gain valuable insights into corporate growth and worker retention strategies.

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Leaving a job is a big deal for anyone. It’s a time when Exit Interviews really show how they feel about their job. Companies use these chats to get honest opinions and figure out how to keep their staff happy. By asking about how much people liked their job, the team vibe, and how bosses helped out, Exit Interviews Questions help find out what makes a good work experience. Let’s make it better together!   

Navigating the Exit Interview process can be both enlightening and challenging, but with proper preparation, it becomes an invaluable opportunity. Let's read this blog to explore some common Exit Interview Questions and gain valuable insights from departing employees. It might also help you learn about corporate growth and worker retention strategies.  

Table of Contents 

1) What is an Exit Interview? 

2) 19 Exit Interview Questions  

3) Why are Exit Interviews important? 

4) Conclusion 

What is an Exit Interview? 

An Exit Interview refers to a formal talk held between an employee who just left the organisation and an HR officer or a company leader. It is a medium, where employees can express their suggestions, talk about their experience, and share their reasons for resignation.  

19 Exit Interview Questions

The Exit Interview Questions constitute a broad range of subjects involving the employee's overall experience, reasons for leaving, and recommendations for improvement. The other areas include whether respondents are prompted to say whether they liked the job and if they would recommend the organisation to others. Through the presentation of an extensive list of inquiries, the companies can know the factors of employee turnover and develop the solutions needed to deal with the issue. These queries can significantly increase the employees' job satisfaction and retention levels.

What were the best and worst aspects of your job?

This question strives to comprehend the viewpoint of a person concerning the job, which includes positive as well as negative moments of the job role. A well-composed response must reveal why the certain job was satisfactory and other motivation features that assisted with the difficulties in that position. 

Sample answer: “The most phenomenal aspect of my work was having the opportunity to work on different projects. I always looked forward to the opportunity of working and solving sophisticated problems with the team. But I found it most discouraging that we had to deal with the ineffective management who could not provide a platform for clear and consistent communication. At times, it got difficult to keep in line with the company's aims and objectives.”

Do you feel valued and recognised within the company?

This question is designed to understand the way in which the individual would assess his/her self-concept. It also seeks to find out whether or not they have been recognised enough in the organisation.  

Sample answer: “I was a well-reserved member of my team who was appreciated most of the time by my immediate team members. Nevertheless, I did not find recognition at the functional level, where my work appeared to somehow go unnoticed. Even if it received attention, it was being overridden by certain constraints.”

Would you recommend this company to a friend? Why or why not?

This question investigates the candidate's likelihood to recommend others to the company based on their personal experience. With the recommended action, a good response must stress both the positive aspects of the company, which makes its recommendation worthy. It should include the issues which could possibly be left as drawbacks of this recommendation.

Sample answer: “I would genuinely refer this company to a friend based on its inclusive culture, job career advancement opportunities and the supporting team ambience. Nevertheless, considering the issue of communication gaps and narrow-minded career advancement in some departments, I will talk with them in order to expand their knowledge about the possible negative aspects of their work.”

Do you have any other comments or issues you'd like to address?

This question offers the candidate an opportunity to raise any additional feedback or concerns they may have about their experience at the company. An effective response should be constructive and provide specific examples or suggestions for improvement.

Sample answer: “One issue I'd like to address is the lack of transparency around decision-making processes, especially regarding changes that directly impact employees. I believe greater transparency would foster trust and improve morale within the team.”

Do you feel your manager supported your success?

This question aims to assess the candidate's perception of their manager's role in supporting their professional development and success. A comprehensive response should evaluate the level of support received from the manager in terms of guidance, feedback, and opportunities for growth.

Sample answer: “Although my manager offered valuable guidance and feedback on my work, I believe there were opportunities for even greater mentorship and discussions on career development. Furthermore, there were occasions when decisions appeared to favour short-term objectives over long-term career advancement.”

What made you decide to leave?

This question attempts to understand why the candidate is making the transition from their current job to another. So, they must answer this question in a way that emphasises what led them to part and the reasons that prompted the decision, for example, career advancement, work-life balance, or company culture dissatisfaction.

Sample answer: “The lack of prospects for promotion within my familiar role was the main reason that pushed me to think seriously about quitting this job. Without any chances of conquering new challenges, I felt my career growth was at a stale point, and I began looking elsewhere for growth.”

What feedback would you like to provide about the company to improve the employee experience for future employees?

This question invites the candidate to offer constructive feedback and suggestions for enhancing the employee experience at the company. A thoughtful response should focus on actionable recommendations that address areas for improvement and promote a positive work environment.

Sample answer: “One suggestion for improving the employee experience would be to implement regular employee feedback surveys to proactively gather insights on the areas for improvement. Alongside, fostering a culture of transparency and open communication might help address the concerns of employees.”

Would you ever consider working for us again?

This question explores the candidate's openness to returning to the company in the future. An insightful response should consider factors such as career growth opportunities, company culture, and any changes that may influence the candidate's decision.

Sample answer: “While I value my experience at the company and the relationships I've built with colleagues, my decision to leave was driven by a desire for new challenges and opportunities for growth. However, I would be open to considering opportunities to return in the future, depending on the alignment of roles and career objectives.”

What qualities should we look for in your replacement?

Sample answer: “In selecting my replacement, I would recommend looking for someone who can collaboratively work in a fast-paced environment and possesses strong communication skills and attention to detail. Additionally, experience in a relevant domain would be beneficial for success in this role.” 

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How satisfied were you with your role in the organisation?

This question seeks to gauge the candidate's overall satisfaction with their role within the organisation. A comprehensive response should evaluate various aspects of the role, including job responsibilities, opportunities for growth, and alignment with personal and professional goals.

Sample answer: “Overall, I was moderately satisfied with my role in the organisation. While I enjoyed the opportunity to work on challenging projects and collaborate with talented colleagues, there were certain aspects of the role, such as [specific task or responsibility], that I found less fulfilling.”

What did you think of your onboarding when you first joined?

This question aims to gather feedback on the candidate's onboarding experience when they initially joined the company. An effective response should evaluate the onboarding process in terms of its effectiveness, clarity of information provided, and overall support received during the transition period.

Sample answer: “My onboarding experience when I first joined the company was positive overall. I appreciated the thorough orientation sessions and the support provided by my manager and team members during the initial transition period. However, there were certain areas where I felt the onboarding process could be improved, such as hiring process.”

Did the job live up to your expectations? If not, why?

This question seeks to understand whether the candidate's job experience met their expectations. A thoughtful response should compare their initial expectations with the reality of the job role, highlighting any disparities and the reasons behind them.

Sample answer: “While certain aspects of the job exceeded my expectations, such as managing teams, there were other areas where the role fell short of what I had anticipated. For example, I had expected more opportunities for team management but found that it was not a significant part of the role.”

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How would you improve employee morale?

This question explores the candidate's ideas for boosting morale and creating a positive work environment within the company. An insightful response should offer practical suggestions and strategies for improving employee engagement and satisfaction.

Sample answer: “One way to improve employee morale would be to implement regular team-building activities which foster a sense of camaraderie and connection among team members. Additionally, recognising and celebrating employee achievements and milestones can go a long way in boosting morale and motivation.”

What was the best part of your job?

Sample answer: “ The best part of my job was the opportunity to work on innovative projects that challenged me to think creatively and problem-solve collaboratively with my team members. I particularly enjoyed completing my tasks and found it rewarding to see the impact of our work on different projects.”

Did you feel like a valuable part of the company?

This question aims to assess the candidate's sense of value and contribution within the organisation. An effective response should evaluate whether the candidate felt their contributions were recognised and appreciated by colleagues and management. 

Sample answer: “While I believe my contributions were valued by my immediate team members, there were instances where I did not feel fully recognised or appreciated at the organisational level. I believe greater acknowledgement of employee contributions and achievements would help foster a more inclusive and supportive work environment.” 

Did you have all the tools you needed to succeed at your job?

This question explores whether the candidate had access to the necessary resources and support to perform their job effectively. A comprehensive response should consider factors such as training, technology, and support from colleagues and management. 

Sample answer: “For the most part, I had access to the tools and resources needed to succeed at my job. However, there were occasional instances where I encountered challenges due to different limitations, which impacted my ability to perform certain tasks effectively.” 

Do you feel your job description has changed since you were hired? How?

This question aims to understand whether the candidate's job responsibilities evolved over time and if there were any discrepancies between their initial job description and actual duties. An insightful response should provide examples and context to illustrate any changes in job expectations. 

Sample answer: “Yes, my responsibilities have shifted slightly towards the duties that I currently perform. Initially, I thought I would be doing mainly tasks related to my experience; however, it turned out that I underwent extra tasks associated with Project Management. But the task of breaking down and growing my skill set often demanded so much time and energy that it became a bit difficult to manage everything.” 

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How can we improve our training and development?

This question urges the candidate to streamline the training and development sessions within the company. Hence, they must highlight the components, methods, and accessibility that can encourage career development within the organisation. 

Sample answer: “This organisation can explore new options, workshops, demonstrations and workplace learnings to enhance the training and development tactics. I believe that establishing an online database resource and including a mentoring session can encourage employees to put their learning activities into practice.” 

Is there anything else you would like to discuss as you depart the organisation that has not been addressed?

This question offers the candidate a final opportunity to share any additional concerns, feedback, or insights they may have as they prepare to leave the company. An open-ended response should address any remaining thoughts or reflections the candidate wishes to communicate. Sample answer: “As I depart the organisation, I would like to express my gratitude for the opportunities I've had and the relationships I've built during my time here. I also want to highlight the importance of team management and suggest further exploration or action to address it in the future.”

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Share a great deal of information on the topic by deploying this Employee Exit Interview Ppt Powerpoint Presentation Complete Deck With Slides Support your ideas and thought process with this prefabricated set. It includes a set of thirteen slides, all fully modifiable and editable. Each slide can be restructured and induced with the information and content of your choice. You can add or remove large content boxes as well, to make this PPT slideshow more personalized. Its high-quality graphics and visuals help in presenting a well-coordinated pitch. This PPT template is also a resourceful tool to take visual cues from and implement the best ideas to help your business grow and expand. The main attraction of this well-formulated deck is that everything is editable, giving you the freedom to adjust it to your liking and choice. Changes can be made in the background and theme as well to deliver an outstanding pitch. Therefore, click on the download button now to gain full access to this multifunctional set. Our Employee Exit Interview Ppt Powerpoint Presentation Complete Deck With Slides are topically designed to provide an attractive backdrop to any subject. Use them to look like a presentation pro.

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