Discover the real reasons for leaving
The offboarding interview rarely delivers the whole truth. You capture the actual reasons for leaving anonymously and comparably. This way you see not only that employees leave, but why.
Our experts advise you personally
and guide the entire process
Companies across Germany, Austria and Switzerland trust Kultify
Understand why people really leave, not just what they say on their way out
In the offboarding interview hardly anyone tells the whole truth. In an anonymous survey they do. Individual resignations turn into comparable data, and you spot the patterns before the next resignation lands on the table.
The questions no one asks in the interview
Why someone really leaves rarely comes up fully in the offboarding interview. Your project team puts together a questionnaire with you that covers the typical drivers of resignation, from leadership to compensation, so that none gets lost.
How did you experience working with your manager?
Employees do not resign without a reason. They just rarely say it out loud.
People rarely criticize their own manager when HR is sitting in the same room. Only the anonymous survey removes this barrier and brings you the answers that stay unspoken in a face-to-face conversation.
One resignation is a data point. Twenty are a warning signal.
Individual departures look like isolated cases. Across time and areas you recognize the pattern: whether leadership, culture or a lack of development is the actual driver.
Leadership is rising as a reason for leaving, with Sales and Production most affected.
Make the survey a fixed step in offboarding
You embed the exit survey as a fixed link in your offboarding workflow or your HR system. This way it goes out reliably with every departure, instead of getting lost in day-to-day business.
What Kultify does differently in exit surveys
Three design decisions that set exit surveys with Kultify apart from any generic survey tool.
Configurable minimum response count
Analyses only appear once the agreed minimum response count is reached. The default is 5 responses per segment; you set the value per survey together with the works council.
No profiling of individuals
We capture reasons for leaving such as leadership, development or compensation, never the behavioral patterns of individual employees. No activity scores, no profiles.
Hosting in Europe and Germany, BetrVG-compliant
GDPR-compliant processing in German data centers. We support you with the works agreement; the data processing agreement (DPA) and anonymity threshold for co-determination are included from the start.
How to turn every resignation into a learning opportunity
- As soon as the departure is confirmed
Send the survey
You send the exit survey link manually or embed it firmly in your offboarding workflow, so that no departure goes unsurveyed.
- Survey period
Receive honest feedback
With the anonymous, digital survey you receive more open answers than in a face-to-face conversation.
- After responses come in
Spot patterns
You see the aggregated responses and recognize which reasons for leaving accumulate and which areas are affected.
- Analysis
Derive measures
Based on the insights, you target the biggest drivers of employee turnover specifically, instead of symptoms.
- Following quarters
Track the development
In further exit surveys you see in trend comparison how the reasons for leaving shift over time.
Frequently asked questions about exit surveys
Basics & methodology
Implementation & results
Anonymity & co-determination
Every resignation you understand is one you can prevent in the future
In 30 minutes we show you how to gain the insights from exit surveys that never come up in a conversation, and how to derive concrete measures against employee turnover from them.
What we'll talk through with you
- Exit survey with little effort for HR
- More honest answers than in the offboarding interview
- Reasons for leaving as comparable data
- Anonymous and GDPR-compliant
