Exit interview questions (short) form template
Supporting information
Our exit interview questions (short) form template can be used to gather information about an employee's experience and their reasons for leaving the organisation.
Exit interview questions (short) form
| Name: | |
| Job title: | |
| Department: |
CONFIDENTIAL
| What is your primary reason for leaving your role? | |
| What triggered your decision to leave? | |
| What did you most enjoy about your job? | |
| What did you least enjoy about your job? | |
| How would you describe your relationship with your line manager? | |
| How would you describe the support you received in your role? | |
| How satisfied were your with the Company performance review process? | |
| How well did the Company help you reach your work goals? | |
| How would you describe the training you received to help you in your job? | |
| What advice would you give us when we look for your replacement? | |
| What would you suggest we do to make the work environment better here? | |
| Were there any company policies or procedures that hindered your ability to perform in this role? | |
| How happy were you with the company pay and benefits in place? | |
| Would you work again for this Company? | |
| Would you recommend this Company? | |
| What could the organisation do to encourage you to stay? | |
| Any other comments? |
| Signed (employee): | |
| Date: |
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Version: [1.0]
Issue date: [date]
What is this for?
Understanding the reasons why someone has chosen to leave their employment, and gaining insight into their honest thoughts on what it was like to work for this employer can help strengthen the employer employee relationship for others, and help improve the culture.
To make the exit conversation as meaningful and productive, use this form to act as guidance and structure ensuring all critical points of information are touched upon during the conversation.
Extended guidance
-form-template.jpg "exit interview questions (short) form template")
Employment law compliance
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.
An exit interview should not be held on the employee's last day as they may be somewhat disengaged at that point and honest feedback may not be as forthcoming.
Decision-making milestones
| Step | Description | Responsibility | Timing |
| 1 | Notify the departing employee about the exit interview. | HR/Manager | Before last day |
| 2 | Schedule the exit interview meeting. | HR/Manager | Before last day |
| 3 | Conduct the exit interview using the Questions Form. | HR/Manager | Ideally, no later than 7 days before employment ends |
| 4 | Gather and record the employee's feedback and responses. | HR/Manager | During interview |
| 5 | Analyse the feedback to identify areas for improvement. | HR/Management | After interview |
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