Exit Feedback Optional and Alternative Reference
This page contains non-standard alternatives and deeper diagnostic probes. It is intentionally separate from the Recommended Exit Feedback Question Set.
Do not add these items to individual exit surveys simply because a particular manager or leaver raises a topic. Doing so changes the denominator, increases survey burden and makes the exit dataset harder to interpret. Use an item from this reference only when:
- Council is deliberately redesigning the standard exit channel through the Listening Framework governance process; or
- an interviewer needs a qualitative probe to understand an answer already given.
Alternative direct Employee Survey comparators
The standard exit survey already fixes a concise set of direct comparator items. The following are available if Council later decides that another EOF driver warrants permanent inclusion. If adopted, use the exact Employee Survey wording and response scale and keep the item stable thereafter.
| Ref | Employee Survey code | Exact wording | EOF driver | Potential use |
|---|---|---|---|---|
| EX.A01 | 1.2.1 | I trust senior leaders to consistently role-model our values and act in the best interest of our community | Values-Based Leadership | Senior leadership / trust theme |
| EX.A02 | 2.1.3 | I’m clear on what is expected of me | Roles & Clarity | Role clarity / expectations theme |
| EX.A03 | 2.3.2 | I am provided with the tools and equipment I need to perform effectively in my role | Tools & Equipment | Tools / work environment enablement |
| EX.A04 | 2.4.1 | Our processes, systems and use of technology enable me to be as productive as possible | Systems & Processes | Process / technology friction |
| EX.A05 | 2.6.1 | My manager and I have meaningful conversations about my performance | Performance & Feedback | Feedback / performance discussion theme |
| EX.A06 | 2.6.2 | My manager provides the support that enables me to be successful | Performance & Feedback | Manager support / enablement theme |
| EX.A07 | 3.1.1 | Council looks after my physical safety at work and manages risks effectively | Health & Safety | Physical safety / working conditions |
| EX.A08 | 3.2.2 | If bullying, harassment or unacceptable behaviours occur, they are dealt with appropriately | Wellbeing & Psychological Safety | Behaviour / psychosocial safety theme |
| EX.A09 | 3.3.1 | I am treated with respect by my colleagues | Collaboration & Connection | Team relationship / respect theme |
| EX.A10 | 3.4.3 | Changes are communicated clearly and implemented well | Innovation & Change | Change implementation theme |
| EX.A11 | 3.5.1 | Good work and leadership are recognised at Council | Recognition & Reward | Recognition theme |
| EX.A12 | 3.6.3 | The non-cash benefits I have on offer are of value to me | Pay, Benefits & Flexibility | Benefits / EVP theme |
| EX.A13 | 3.6.5 | I am able to achieve a healthy work-life balance | Pay, Benefits & Flexibility | Work-life balance theme |
Optional interview probes
These are follow-up prompts, not additional standard survey questions. Use only when the topic is relevant and the employee has not already answered it sufficiently.
| Ref | Optional probe | EOF alignment |
|---|---|---|
| EX.P01 | How accurately was the role described to you before you joined or accepted the role? | Roles & Clarity |
| EX.P02 | What were your favourite and least favourite aspects of the role? | Roles & Clarity / Experience |
| EX.P03 | Given the role's responsibilities today, what should we look for or change when replacing the role? | Roles & Clarity / Workforce Planning |
| EX.P04 | What support from your manager helped you perform well? | Performance & Feedback |
| EX.P05 | What, if any, challenges were present when working with your manager? | Values-Based Leadership |
| EX.P06 | How would you describe the atmosphere within your work group? | Collaboration & Connection |
| EX.P07 | How well were your skills and capabilities used? | Roles & Clarity / Development & Pathways |
| EX.P08 | How could training, development or career support be improved? | Development & Pathways |
| EX.P09 | How well did the physical or digital work environment enable you to perform effectively? | Tools & Equipment / Systems & Processes |
| EX.P10 | How safe, respected and included did you feel at work? | Health & Safety / Wellbeing & Psychological Safety / Collaboration & Connection |
Design guardrails
| Guardrail | Practice |
|---|---|
| Do not build a custom survey per leaver | The standard survey is the trend dataset. Keep it fixed. |
| Prefer qualitative probing to adding more scale items | If the need is explanatory rather than longitudinal, use an interview probe. |
| Add a comparator only for a sustained business need | A direct item earns its place when Council intends to report and act on it over time. |
| Preserve exact wording | Any item described as a direct Employee Survey comparator must use identical wording and response scale. |
| Review burden | If adding a new permanent item, consider whether another item should be removed so the survey remains concise. |
| Keep X1.2 out of exit surveys | Intent is a pre-decision retention measure; use leaving reasons and retention questions instead. |
Download current source: Exit Feedback optional and alternative reference
Related: Exit Feedback | Recommended Exit Feedback Question Set