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Exit Survey Guide

Prepare to implement an exit survey and action plan to retain top talent and reduce turnover.

  • Exit surveys often have low response rates due a failure to send surveys as soon as departing employees submit their resignations and employee beliefs that feedback will not be acted upon.
  • Actions may focus on addressing immediate issues rather than following up with respondents to clarify feedback and conducting a full analysis of the results.
  • Exit survey data analysis is often done in a silo, without examining other employee survey data such as new hire or engagement for consistent themes or insights.

Executive Summary

Critical Insight

Demonstrate that the organization values and leverages feedback from departing employees to improve the employee experience.

Impact & Result

  • Tap into the perspective of departing employees to identify overall trends behind resignations.
  • Focus on the insights the data reveals to make organizational improvements and resolve issues that cause premature departure.
  • Source qualitative data to understand the context behind the results and action plan with greater impact.

Research & Tools

1. Determine the approach

Establish the survey goals and key player roles, review the employee survey landscape, identify where data can inform HR programs, and determine timing.

2. Prepare to implement

Confirm the accuracy of HR data, draft messaging for participants, launch the exit survey, and plan for monitoring, analyzing, and action planning.

3. Analyze results and action plan

Analyze the survey data, meet with HR program owners to identify and plan actions, communicate initiatives, and track your progress.