# Exit Survey The Exit Survey is sent to every member who leaves AIESEC in Denmark — whether they complete their term, leave mid-term, or choose not to continue for another term. It captures why members leave, what they valued, and what could have been better. This data is essential for reducing attrition and improving the experience for future members. {% hint style="info" %} The Exit Survey is not an interrogation. It is a respectful invitation for departing members to share their honest perspective. Participation is voluntary but strongly encouraged. {% endhint %} ## Purpose Every departure tells a story. The Exit Survey exists to: 1. **Understand why members leave.** Is it academic workload? Lack of engagement? Poor leadership? Completed their goals? Knowing the reason helps the organization address the root causes. 2. **Capture what worked.** Even members who leave often have positive things to say. Their feedback highlights what to keep doing. 3. **Identify patterns.** If multiple members from the same team, function, or Local Committee (LC) cite similar reasons for leaving, that is a systemic signal — not a coincidence. 4. **Close the loop respectfully.** Asking for feedback shows departing members that their experience mattered and that the organization cares about improving. ## Who Receives the Survey The Exit Survey is sent to: * **Members completing their term** and choosing not to continue * **Members leaving mid-term** (regardless of reason — voluntary departure, inactivity, or removal) * **Team Leaders (TLs) and Vice Presidents (VPs)** stepping down from leadership roles (even if they remain as general members) {% hint style="warning" %} The survey should be sent within 7 days of the member's departure. If it is sent months later, the response rate drops and the feedback is less useful. VP Talent Management (TM) should track departures and trigger the survey promptly. {% endhint %} ## What the Survey Covers The Exit Survey typically includes questions across the following areas: ### Quantitative Questions (Likert scale 1–5) * **Overall satisfaction:** "How satisfied were you with your overall AIESEC experience?" * **Onboarding quality:** "How well were you supported in your first weeks?" * **Team experience:** "How would you rate the dynamics and collaboration within your team?" * **Leadership quality:** "How effectively did your TL/VP support and guide you?" * **Development:** "To what extent did AIESEC help you develop new skills?" * **Communication:** "How clear and timely was internal communication in your LC?" * **Alignment with expectations:** "Did your AIESEC experience match what you expected when you joined?" ### Open-Ended Questions * "What was the primary reason you decided to leave?" * "What was the best part of your AIESEC experience?" * "What was the most frustrating part?" * "If you could change one thing about AIESEC in Denmark, what would it be?" * "Would you recommend AIESEC to a friend? Why or why not?" * "Is there anything else you would like to share?" ### Demographic Context (Optional) * LC * Function / team * Duration of membership * Role (general member, TL, VP, other) {% hint style="info" %} Demographic context helps identify patterns (e.g., "Members in BD are leaving at a higher rate than other functions"), but it should never be used to identify individual respondents. {% endhint %} ## What Happens with Responses ### Confidentiality * Responses are **anonymous by default**. The survey does not require a name or email address. * If a respondent chooses to identify themselves (some do, voluntarily), their identity is known only to the MC Talent Management (TM) Manager — not to the respondent's TL, VP, or LCP. * Raw responses are stored securely on the MC Google Drive under `11 — Surveys/Exit Survey/` with restricted access. ### Analysis The MC TM Manager reviews Exit Survey responses and: 1. **Codes qualitative responses** — Groups open-ended answers into themes (e.g., "workload", "leadership", "lack of purpose", "personal reasons"). 2. **Calculates quantitative averages** — Tracks average satisfaction, development, and communication scores per LC and per term. 3. **Identifies trends** — Compares data across waves and terms to spot improving or worsening patterns. 4. **Produces a summary report** — Shared with the MC and (in anonymized, aggregated form) with LCPs once per term. ### Action * **LC-level trends** are shared with the relevant LCP during MC check-ins, along with recommendations. * **National trends** inform MC priorities for the following term — for example, if many exiting members cite poor onboarding, the MC may strengthen onboarding standards. * **Severe or urgent feedback** (e.g., reports of harassment, safety concerns, or misconduct) is escalated immediately through the [Case Flow](/recruitment/case-flow.md) process, regardless of anonymity. {% hint style="danger" %} If an Exit Survey response reveals a potential ethics or safety violation, the MC TM Manager must escalate it to the Entity Control Board (ECB) within 48 hours. Member safety always takes precedence over survey confidentiality protocols. {% endhint %} ## Roles and Responsibilities | Role | Responsibility | | ---------------- | ----------------------------------------------------------------------------------------------------------------- | | MC TM Manager | Maintains the survey instrument, sends it to departing members, analyzes results, and produces the summary report | | VP TM | Notifies the MC TM Manager when a member departs so the survey can be triggered promptly | | LCP | Reviews aggregated feedback for their LC and incorporates learnings into LC operations | | Departing member | Fills in the survey honestly (participation is voluntary) | ## Making Departures Positive A member leaving AIESEC does not have to be a negative experience. How you handle departures shapes your LC's reputation and culture. * **Thank them.** Acknowledge their contribution, no matter how long or short their tenure. * **Do not guilt-trip.** If someone has decided to leave, respect that decision. * **Invite them to stay connected.** Let them know about the alumni network and that they are welcome back. * **Send the survey.** It takes five minutes and gives them a voice. * **Act on the feedback.** The best way to honour a departing member's input is to use it to make things better for the people who come next. *Last updated: April 2026 · Maintained by: MC Talent Management Manager* --- # Agent Instructions: Querying This Documentation If you need additional information that is not directly available in this page, you can query the documentation dynamically by asking a question. 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