Exit Survey Questions: 40+ Examples by Category
The questions you ask departing employees decide whether your exit survey produces vague pleasantries or the honest, specific feedback you can actually act on. This page gives you more than forty ready-to-use exit survey questions, organized by category, with the recommended question type for each.
Use it as a menu, not a checklist: pick the categories that matter for your organization, keep the survey short enough that people finish it, and always leave room for open-ended answers. For the full program context — timing, anonymity and analysis — see the employee exit survey guide.
When you are ready, you can generate this survey with AI and edit every question, or start from a ready-made template.
How to choose your exit survey questions
A strong exit survey mixes a small number of rating and multiple-choice questions (fast to answer, easy to trend) with a few well-placed open-text questions (where the real reasons live). Aim for 12–18 questions total so people complete it during a busy final week.
- Start with the single most important question: the primary reason for leaving.
- Use consistent rating scales so you can compare answers across departing employees over time.
- Avoid leading questions — ask 'How would you rate your manager's support?' not 'Wasn't your manager supportive?'
- Always close with open text so people can tell you something you did not think to ask.
Reason for leaving
This is the anchor of the whole survey. Offer a multiple-choice primary reason, then ask an open follow-up for nuance.
- What is the primary reason you decided to leave? (multiple choice)
- Which of the following also contributed to your decision? (multi-select)
- In your own words, what ultimately made you decide to leave? (open text)
- Was there a single event or 'last straw' that triggered your decision? (yes/no + open follow-up)
- How long had you been considering leaving before you resigned? (multiple choice)
Manager and leadership
- My manager gave me the support I needed to succeed. (Likert)
- My manager gave me clear, useful feedback. (Likert)
- My manager genuinely cared about my wellbeing. (Likert)
- I trusted the decisions made by senior leadership. (Likert)
- What could your manager have done differently? (open text)
Compensation and benefits
- I felt fairly paid for the work I did. (Likert)
- I was satisfied with the benefits offered here. (Likert)
- How did your new compensation compare to your current role? (multiple choice)
- Did pay or benefits play a role in your decision to leave? (yes/no + open follow-up)
Career growth and development
- I had real opportunities to learn and grow here. (Likert)
- I could see a clear path to advance my career here. (Likert)
- I received the training I needed to do my job well. (Likert)
- Does your new role offer growth this one did not? (yes/no + open follow-up)
Recognition, culture and belonging
- I received recognition when I did good work. (Likert)
- I felt like I belonged here. (Likert)
- How would you describe the culture in one sentence? (open text)
- I would recommend this company as a place to work. (Likert)
- How likely are you to recommend us to a friend looking for a job? (0–10 rating)
Workload, balance and enablement
- My workload was manageable most of the time. (Likert)
- I could maintain a healthy balance between work and personal life. (Likert)
- I had the tools and information I needed to do my job well. (Likert)
- Did communication from leadership reach you in time? (Likert)
Would-recommend and open-ended
End with reflective, open questions. These generate the richest material for AI theming and the clearest guidance for leaders.
- What did we do well that we should keep doing? (open text)
- What is the one thing you would change about working here? (open text)
- Would you consider returning in the future? (yes/no + open follow-up)
- Is there anything else you would like leadership to know? (open text, optional)
Paste your chosen questions into AI Studio and it will build the survey, set the scales and enable anonymity. You review and edit before sending. See the ready-to-use exit survey template for a complete example.
Understanding the results
Individual answers are anecdotes; patterns are insight. Track the primary reason for leaving over time and compare ratings by department and manager. To estimate what turnover is costing you, use the employee turnover cost calculator, and learn how to structure the analysis in how to analyze exit surveys.
Frequently asked questions
Keep reading
The complete guide to employee exit surveys: what to ask and when, exit survey vs exit interview, a full ready-to-use template, common mistakes and AI analysis.
A complete, ready-to-use employee exit survey template: the exact questions in the right order, why each is included, how to customize it and how to launch in minutes.
Exit interview vs exit survey: how they differ, the pros and cons of each, when to use them together, and how to get honest feedback from departing employees.
An offboarding survey guide: what to ask departing employees about the leaving experience, when to send it, and how to turn feedback into a better offboarding process.
A practical method to analyze exit surveys: rank reasons for leaving, read open-text sentiment, compare departments and managers, and use AI to surface themes.
The complete cornerstone guide to running exit surveys.
A ready-to-use exit survey you can launch in minutes.
Describe your goal and generate a tailored exit survey.
Estimate what avoidable turnover is costing you.
Browse ready-made employee survey templates.