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A new approach to ‘Exit Interviews’

A new approach to ‘Exit Interviews’

Posted: 29th June 2021

Viewing 6 posts - 1 through 6 (of 6 total)
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    Hello. Here at Newcastle University we are looking for a fresh new way to collect information from ‘leavers, movers & shakers’ to help identify drivers of attrition and improve engagement etc. Would anyone be able to share their approach or key learnings? Thank you!


    Hi Sarah.  We use survey monkey to ask our leavers a range of Q’s that can be easily collated and reported on, with a small element of free text.   However, completing it is voluntary.    This last year, we had 59 leavers but only 15 completed the exit questionnaire.   Our original plan was to select 10% of leavers for our team to ask if they are willing to have a face to face exit interview, but our resources have never quite allowed this – so will be really interested to see what others do

    Ps – if you want  a copy of our survey Q’s, let me have your email address and I can send it to you


    Hello Vivienne. Many thanks for your reply – if you would be willing to share you exit questions that would be fabulous! My e-mail address is


    Hi Vivienne.

    Please can I also have a copy of your survey questions that would be great:

    Thank you!



    Have you considered stay interviews v exit interviews? Something that I’m working on currently and I know there is more info on that on this site.



    Hi Sarah

    We use a mix of quantitative data achieved through survey monkey questionnaire and qualitative through face to face meetings. These provide far more context and meaning for the organisation. We then complete quarterly data analysis reports that look at the tends of why people are exiting the organisation.

    Any feedback is strictly confidential unless it impacts staff or patient safety, we then raise this with relevant service/manager.


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