Exit interview questions (short) form template
Template implementation:
Legal compliance
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Best practice timings
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Our exit interview questions (short) form template contans 15 questions 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 |
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Legal 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.
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.
-form-template.jpg "exit interview questions (short) form template")
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.
Best practice timings
Best practice for using the Exit interview questions (short) form template, including key actions before, during, and after implementation.
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| 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 |
