Exit Surveys After an Employee’s Last Day
Use HRIS data to identify voluntary terminations, then send the survey after their last day through personal email or SMS. Keep responses anonymous so departing employees can answer honestly, and use one scheduled follow-up after the first message.
Eventually, as part of the employee lifecycle, there’s going to be a time when employees unfortunately depart the company. You’re going to miss them, and it’s a bittersweet time when they leave.
How Do You Reach Employees After Their Last Day?
ChangeEngine uses HRIS data to identify voluntary terminations and target those employees after their last day. The usual approach puts the survey link in a work email on the employee’s last day. That work email is gone a day later, so the response comes from whoever remembered.
Instead, send the survey to a personal email address or through SMS after the employee has left. ChangeEngine can schedule one follow-up after the recipient receives the first message. Surveys & Listening Intelligence is where you can collect the anonymous feedback.
Why Does Exit Feedback Matter?
Anonymous feedback gives departing employees the space to respond honestly. You want to understand what is triggering someone to leave, whether it’s pay, working conditions, or their manager. You only find out if they feel safe enough to say.
Some feedback beats no feedback at all. Companies that want to be recognized as a top workplace need to hear their employees’ voices. Examples include Top Workplace recognition for a specific state or industry, along with recognition by USA Today.
Frequently asked questions
How can you send a departure survey after someone loses work email access?
Use HRIS data to segment voluntary terminations, then send the survey after the employee’s last day through their personal email or SMS. ChangeEngine can schedule one follow-up after the first message. This avoids relying on a work inbox that is gone a day later.
Why should departure feedback be anonymous?
Anonymity gives departing employees space to respond honestly about what triggered the decision to leave. Possible reasons include pay, working conditions, and their manager. Without a setting where people feel safe enough to speak, the company won’t learn what drove the departure.
