Employee lifecycle
Exit survey questionnaire
- 16 questions
- about 4 min
- 7 dimensions
- Anonymous, results from 5 answers
- EN · HU · DE
An exit survey, the written form of an exit interview, asks people who are leaving why they go and what would have kept them. Answers are often more candid than in a face-to-face conversation, especially when they are anonymous.
This questionnaire has 16 questions and takes about 4 minutes: manager, growth, pay, workload and culture, the departure itself, a recommendation score (eNPS) and two open questions. Because few people leave at once, collect answers over a quarter and read them without a breakdown.
Request access and a quoteCompany sign-in
When to use it
For people who are leaving; collect answers over a quarter and read them without a breakdown, as numbers are small.
What it measures
The questions are grouped into 7 dimensions. The results dashboard shows a score for each of them.
- My manager
- Growth
- Pay
- Workload
- Culture
- My departure
- Recommendation score (eNPS)
Sample questions
6 of the 16 questions, in their original Y2Y wording. In the platform you can remove, edit or add questions before you send the survey.
- My manager supported my work.1-5, disagree to agree
- I grew professionally during my time here.1-5, disagree to agree
- My pay was fair for the work I did.1-5, disagree to agree
- My workload was sustainable in the long run.1-5, disagree to agree
- I felt comfortable in my team.1-5, disagree to agree
- What was the main reason you decided to leave?Open answer
Original Y2Y questions. Practical survey questions written by Y2Y for organisations. They are not a psychometric or clinical test.
Anonymity
Answers are anonymous. Nobody, including the company, sees an individual response: results appear only for groups, and only once at least 5 people have answered. A breakdown (for example by department or site) appears only for groups that reach 5 answers on their own.
Run it with your team
Your Assessor sends the survey as an anonymous campaign: invitation links by e-mail, a live results dashboard with breakdowns, CSV export. Ready-made questionnaires come with a company account; tell us your headcount and we send access and a quote.
Related questionnaires
- Onboarding survey (30 and 90 days)
Ask new joiners after 30 or 90 days; keep it open for several months so that 5 answers come together.
- Training needs analysis questionnaire
Plan next year’s training; after a single course, copy it and keep only relevance, quality and application.
- Manager effectiveness survey (upward feedback)
Upward feedback for managers: break results down by manager (each shown from 5 answers); involve a works council first.