“LSA’s employee exit surveys and engagement work have provided critical visibility into how well our people are holding up, the specific challenges that face biotechnology companies, and our employees’ level of alignment to our strategy, leadership practices, and management systems.
We now know the specific actions that our leaders can take that are most important to our people and our business.
I highly recommend LSA’s employee engagement solutions.”
Chris Wells | VP Human Resources and IT | Xoma
Description
We find that most traditional employee exit surveys are either broken or non existent. Typically, few employees respond to exit surveys and even fewer tell the truth. A poorly designed and administered employee exit survey wastes time and money.
How can leaders expect to decrease unwanted turnover if they fail to fully understand why key employees leave and what to do about it?
Our approach to exit surveys uncovers the truth about turnover by using a social exit survey to gather retention feedback from both exiting employees and their peers. This innovative employee exit survey approach drives an average 80% response rate compared to an average 20% response rate from traditional exit surveys.
1. Conduct Simple, Customizable, and Social Employee Exit Surveys
2. Review Individual Exit Reports of Departing Employees
3. Analyze Group Turnover Trends to Create Fact-driven Retention Action Plans
To speak with an LSA Expert and learn about external employee exit surveys, employee retention and engagement, please contact us.
External employee exit surveys create a higher level of trust, confidentiality, and psychological safety. Because departing employees often feel more comfortable sharing candid feedback with a neutral third party, organizations typically receive more honest insights into leadership, culture, management practices, career development, and the true drivers of turnover.
Well-designed exit surveys uncover the root causes behind voluntary departures, including leadership effectiveness, workload, compensation, career growth opportunities, team dynamics, workplace culture, and employee engagement. By identifying patterns across multiple departures, leaders can address systemic issues before they lead to broader retention challenges.
External exit surveys provide actionable data that helps organizations identify preventable turnover risks, emerging attrition trends, and areas where the employee experience can be strengthened. When leaders act on recurring themes, they can improve engagement, reduce unwanted turnover, strengthen culture, and retain top talent more effectively.
Both methods provide value, but they serve different purposes. Exit surveys offer scalable, confidential, and trendable data that often generates more candid responses, while exit interviews provide deeper context and opportunities for follow-up questions. Many high-performing organizations combine both approaches to gain a more complete understanding of why employees leave.
The greatest value comes from identifying trends, sharing insights with business leaders, and holding managers accountable for improvement. Exit survey data can inform leadership development, employee engagement initiatives, succession planning, culture improvements, and retention strategies that directly impact performance, productivity, and long-term business success.
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