While most employee turnover can be beneficial for your organization, extreme employee turn can prove to very costly.  A high level of employee retention often indicates that employees are not satisfied while working in your organization, whether it is ineffective leaders and managers, or insufficient training and career opportunities, uncompetitive benefits and compensation or any other possible factors.  Employee exit surveys are helpful to accumulate information and feedback from departing employees about what it is like working for your company, and what it takes to retain workforce. Most of these employee surveys are helpful to identify what should be done to keep the staff satisfied, engaged and most likely to continue working for the company for predictable future, or to find out the reason behind their leaving the company, or in the case of former employees, as to why they left the organization. Exit surveys, which is usually carried out when an employee is leaving the organization, helps to identify the reason behind the workforce leaving the company, or find out where the employees are going and why, or what could be done to enliven their work experience at your organization, or to get  insight of other pertinent information. In general, the purpose of employee surveys is to bring development for the organization. It shows that you are eager to receive honest feedbacks, and act on those employee proposals with the aim of improving your organization, rather than grill the employee on the dot. Conducted along with employee satisfaction surveys, these exit surveys are a good way reduce employee attrition. You can even ascertain the improvements that your company should contemplate making your position more competitive by offering healthy working environment, compensation, and bonuses and so forth. These surveys would allow you to gain insight of your HR manager’s supervising dexterity and how efficiently they can operate their department.