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Exit interview templates to gather structured feedback from departing employees and improve retention insights.
Includes question frameworks and reporting tools. Helps organisations identify trends and improve employee experience.
An exit interview is a discussion between the employer and an employee who has decided to leave the business. It’s helpful to imagine them as the opposite of a job interview - instead of asking why they want to join your company, you’re asking them why they’ve decided to leave.
The objective is to better understand why that employee has decided to resign, in the hope that the company can improve how it works and prevent other employees from following suit.
By performing an exit interview with an employee before they go, you’ll have an opportunity to get honest feedback about positive and negative experiences. This will help you determine whether there is the potential to increase employee retention, improve engagement, and get valuable insight to help hire their replacement.
Exit Interview templates are essential for managing a low-risk, compliant Exit Interview process.
Here we show you which resources to use to effectively hold an exit interview, taking into account the different decisions and directions that are likely / possible.
Following this flowchart will ensure that you factor in all eventualities, follow legal / code of conduct or best practice processes, communicate effectively, and reduce the risk of things going wrong.
There is no legal requirement to conduct an exit interview, but they can provide you with some useful information about underlying issues within your organisation.
Exit interviews should be voluntary and not used as a condition of employment or a requirement for receiving a reference.
Employers should inform the employee of the purpose of the exit interview and ensure that the employee understands that they can refuse to participate or disclose any information they do not wish to.
Employers should ensure that the exit interview is conducted in a private and confidential setting to allow the employee to feel comfortable sharing their feedback and concerns.
Employers should avoid asking questions that could be discriminatory or cause the employee to feel uncomfortable, for example, questions about the employee's age, disability, religion, or sexual orientation.
Employers should handle any personal data collected during the exit interview in accordance with data protection laws and ensure that the data is not disclosed to third parties without the employee's consent.
Employers should provide feedback to the employee on any issues raised during the exit interview and take appropriate action to address any concerns or issues identified.
Employers should keep records of the exit interview, including any feedback or concerns raised by the employee, and use this information to improve their employment practices and address any issues within the organisation.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing exit interview HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
Whether you employ 5 people or 50, hrdocbox gives you the structure, documents and expertise needed to manage employees professionally and legally.
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