Goodbye, But First a Quiz: How Exit Feedback Drives Success

A study by Burton – Bolton – Rose found that, on average, people stay in a job for about four years. To put it another way, in a company of 50 employees, you can expect to lose one person every month. Each departing employee is a potential goldmine of insights into what’s working well and what could use improvement in your company, so ignoring this valuable source of feedback means missing out on opportunities to make your workplace better.

The tricky part is figuring out how to get honest, useful feedback from someone who, for whatever reason, has decided to leave.

That’s where exit quizzes come to the rescue. They’re like a friendly way of saying, “So, how’d we do?” – minus the awkwardness of a sit-down chat.

Let’s explore why multiple-choice quizzes win our vote for being the most effective option.

Exit quizzes are a modern alternative to the traditional exit interview. Instead of relying on a lengthy back-and-forth discussion, they’re a structured series of questions that employees can complete quickly and honestly. By focusing on feedback about their experience, reasons for leaving, and ideas for improvement, these quizzes give HR departments the information they need to do better.

But let’s not kid ourselves – getting honest answers is not the piece of cake that it might first appear to be.

No one likes taking a test when they’re halfway out the door! Multiple-choice exit quizzes are the easiest way to turn the process into a breezy, tick-box exercise that employees can complete in minutes. They are quick to answer, easy to analyse, and less intimidating than open-ended essay-style questions. Plus, they ensure every employee answers the same questions, giving HR departments consistent and actionable data. Consider the following:

Quick and Painless

Answering “Which of the 4 following answers best describes your reason for leaving?” is way easier than writing a heartfelt essay. Multiple-choice questions respect employees’ time – and your need for clarity.

Clear Trends, Clear Action

With everyone answering the same questions, it’s easy to spot trends. If 70% of employees select “Lack of career progression” as their reason for leaving, you’ve got your next HR priority.

Encourages Honesty

Employees are more likely to pick an option that resonates with them than to open up in a face-to-face interview. Multiple-choice quizzes make it easier to be truthful without the pressure of confrontation.

Effortless Analysis

Let’s be honest: reading pages of written feedback is nobody’s idea of a good time. With multiple-choice answers, you can pull insights from data at lightning speed.

A Dash of Fun

Okay, so ‘fun’ might be a stretch – but a well-designed quiz can feel less like homework and more like a productive way to wrap up an employee’s journey. Throw in a light-hearted question or two, and you might even get a smile out of them!

To make your exit quiz a winner, it needs the right mix of thoughtful questions and straightforward options. Here’s how to nail it:

Start with the Basics

What was the main reason you decided to leave?

1. a) Lack of growth opportunities
2. b) Poor management
3. c) Better pay elsewhere
4. d) Other

Dig a Little Deeper

How would you rate your overall experience here?

1. a) Excellent
2. b) Good
3. c) Average
4. d) Could be better

Zoom In on Specific Areas

What did you think of the support you received from your manager?
a) Outstanding
b) Good
c) Fair
d) Needs improvement

Get a Little More Specific

How effective were the training and development opportunities?
a) Excellent – I gained valuable skills
b) Good – Met my needs
c) Fair – Some gaps in support
d) Poor – Left me unprepared

You’re off to a great start with the questions, and now it’s your turn to take the lead. You likely have your own insights into the organization’s problem areas or ideas for improvements. Take some time to craft your own questions and add them to the quiz. The responses you receive will provide clear evidence to confirm whether you’re heading in the right direction.

Don’t forget that if you are using HR Quizzes to host your quizzes, we will be with you every step of the way to offer friendly advice, provide real-time reporting, and online chat for your quiz participants.

If you’re wondering whether exit quizzes are worth the effort, here’s a quick reality check: they are. Here’s what you stand to gain:

• A Candid Look at Your Organization: You can’t fix what you don’t know. Exit quizzes give you a window into what’s working – and what isn’t.
• Improved Retention: Spotting trends in exit feedback (like dissatisfaction with management or lack of development opportunities) helps you address issues before others leave for the same reasons.
• A Better Goodbye: Offering a simple, structured quiz shows departing employees you value their feedback. It’s a positive last impression that might just make them recommend your company down the line.

• The Great Management Makeover: A retail company discovered that employees consistently cited ‘poor leadership’ as a reason for leaving. Armed with this data, they rolled out manager training programs – and saw a 20% drop in staff turnover.
• Onboarding Overhaul: An exit quiz revealed that many employees felt unprepared when they started. By revamping their onboarding process, the company reduced early attrition rates by half.
• Culture Check-Up: A tech start up used exit quizzes to identify gaps in its company culture, leading to initiatives like flexible working hours and wellness programs. Employee satisfaction soared.

• Keep It Short and Sweet: Aim for quizzes of no more than 10 questions so that the quiz can be completed in under 5 minutes.
• Make It Accessible: Share the quiz link via email or your HR platform. No one wants to jump through hoops to give feedback.
• Analyze and Act: Don’t let the results gather dust. Review them regularly, identify trends, and take action to address common issues.
• Show Your Appreciation: A quick thank-you email or even a small token of appreciation can go a long way in encouraging participation.

Stay positive and don’t get discouraged! Remember where we began? With a team of 50 employees, it’s normal to see about one departure per month. Some may leave chasing the illusion of greener pastures, making them less likely to provide honest feedback. However, others may have genuine concerns or grievances (and you probably know who they are). Use their insights to help management make meaningful improvements across the company.

Colin King – CEO of HR Quizzes