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Exit Survey Guide

Prepare to implement an exit survey and action plan to retain top talent and reduce turnover.

  • Exit surveys often have low response rates due a failure to send surveys as soon as departing employees submit their resignations and employee beliefs that feedback will not be acted upon.
  • Actions may focus on addressing immediate issues rather than following up with respondents to clarify feedback and conducting a full analysis of the results.
  • Exit survey data analysis is often done in a silo, without examining other employee survey data such as new hire or engagement for consistent themes or insights.

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Our Advice

Critical Insight

Demonstrate that the organization values and leverages feedback from departing employees to improve the employee experience.

Impact and Result

  • Tap into the perspective of departing employees to identify overall trends behind resignations.
  • Focus on the insights the data reveals to make organizational improvements and resolve issues that cause premature departure.
  • Source qualitative data to understand the context behind the results and action plan with greater impact.

Exit Survey Guide Research & Tools

1. Determine the approach

Establish the survey goals and stakeholder roles, review the employee survey landscape, identify where data can inform HR programs, and determine timing.

Exit Survey Guide Storyboard
Exit Survey Guide Executive Briefing
Exit Survey Program Workbook
HR Metrics Library

2. Prepare to implement

Confirm the accuracy of HR data, draft messaging for participants, launch the exit survey, and plan for monitoring, analyzing, and action planning.

Exit Survey Scoping Checklist
Guide to Navigating the McLean Connect Dashboard – Exit Survey
Guide to Interpreting Your Exit Survey Report

3. Analyze results and action plan

Analyze the survey data, meet with HR program owners to identify and plan actions, communicate initiatives, and track your progress.

Exit Interview Template

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 3 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Determine the approach
  • Call 1: Establish your survey’s goals and stakeholder roles, review the employee survey landscape, identify where data can inform HR programs, and determine timing.

Guided Implementation 2: Prepare to implement
  • Call 1: Analyze the survey data, meet with HR program owners to identify and plan actions, communicate initiatives, and track progress.

Guided Implementation 3: Analyze results and action plan
  • Call 1: Discuss your results, review your insights, identify the areas of focus, and determine your action plan approach.

Related Content: Employee Engagement

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