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Eine Person drückt bei einer Exit Befragung auf die Enter-Taste.ⓘⓧ
Exit surveys

Introduce exit interviews

in your company

Systematic recording of your employees’ reasons for leaving

Optimal anchoring of the exit survey in your process

Anonymous & data protection-compliant survey

Free initial consultation
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Intro

Exit Surveys

The active termination of an employee or, more generally, the departure of a colleague from the company is rarely welcome. As a rule, in addition to the loss of know-how, a gap is left behind which needs to be filled again quickly. Nevertheless, these processes are a reality and companies should actively use them in order to position themselves better in the future. This is why you should find out the reasons why your employees are leaving by conducting an exit survey and learn from the separation.

As your service provider for employee feedback, we design the appropriate feedback process for you individually for the survey of employees who have left or will leave the company. You can benefit from our experience with regard to thematic implementation and invitation management. The continuously collected data will help you better understand why valuable employees are leaving. You can then use this information for your activities to optimize your employer branding.
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Intro

Your advantages of an exit survey with Rogator

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Flexible integration into the offboarding process

We support you with our software to optimise the integration and automation of the exit survey in your offboarding process.

Many years of experience in exit surveys

Implementation of numerous exit surveys across various types of companies and industries.

Data protection at the highest level

We guarantee the anonymity and protection of your data through numerous measures, such as the use of servers in Germany.

Your exit interview with Rogator

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Intro

Three important elements of exit feedback

In order to understand the overall process of an exit survey, it is important to understand that, as a rule, these are not singular survey projects that are completed after a certain period of time and end with the final presentation of results. Exit surveys are intended as an ongoing process in which companies learn continuously. The following insights are generally of primary interest:
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Determine causes

In order to better understand how terminations occur, you should determine the relevant motives. If these motives are predominantly reasons that can be controlled by the respective company, these can be action-relevant fields for concrete improvements. Personal reasons, on the other hand, can hardly be influenced.

Feedback of strengths and weaknesses

A person leaving the company often looks at the organisation with a more neutral distance. There is something to be learned from this knowledge about the strengths and weaknesses of the former employer. It is important at this point to use suitable items and fine-grained scales in order to be able to reproduce even nuances and slight fluctuations in response behaviour over time.

Insight into the competition

To a certain extent, it is often possible to find out what aspects a former employee values in his future employer – if this has already been determined – or what hopes the colleague places in the new position. Questions of this kind must of course be asked in a very general and neutral manner, so that the impression is not created that the internal affairs of the new company are being asked.

Factsheet Classic Employeeⓘⓧ
Factsheet Classic Employeeⓘⓧ

Factsheet Classic employee survey

Employee feedbacks can help your company in its further development. All facts about exit survey can be found here.

Download Factsheet
Intro

Rogator advises you individually on all questions regarding employee surveys for public authorities

This should be effected at some time after the end of the employment relationship to ensure a clearer view of the working relationship – free of emotions. It would be important that the leaving employee has already received his or her job reference at this time so that he or she can answer freely and there are no concerns about any possible disadvantages. The willingness to give feedback can be supported if the supervisor personally asks for the feedback in advance.

These figures vary a lot. They very much depend on the usual reasons for termination. If it is for personal reasons, they are pleased to answer. There is generally somewhat more restraint in the case of negative working conditions or operational backgrounds. In these cases, it may be necessary to choose a medium that is as anonymous as possible or to launch the survey only a few weeks after leaving the company.

In retrospect and with some time in between, the participant also has the opportunity to neutrally explain the working relationship or the reasons for termination from his or her point of view. Experience has shown that former employees are often grateful and consider it a sign of appreciation to be able to make a written statement again. This may be difficult to articulate in a personal conversation.

An online survey with e-mail invitation is generally the most efficient option. In some cases, however, a paper invitation to an online survey (to take home) or a paper-only survey may be the better option. In doing so, the respective circumstances and the assessment of which method promises the highest response rate must be taken into account.

Turn goodbyes into opportunities

Your exit interview with Rogator

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