Exit interview questions form template
Our Exit Interview Questions Form ensures a thorough and structured approach to gathering valuable feedback from departing employees.
Exit interview questions form
Employee's details
| Name: | |
| Job title: | |
| Department: | |
| Manager: | |
| Start date: | |
| End date: | |
| Exit interviewer: |
Job description and duties
1. What did you like most about your job and why?
2. What did you like least about your job and why?
3. Do you feel that the job description given to you when you took the job on accurately describes the role?
4. Were your duties clearly described to you when you took on the role?
5. Have your
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What is this for?
If an employee is leaving, use this model form template in an exit interview to ask questions about their experience, and their reasons for leaving the organisation.
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.
Extended guidance
Employment law compliance
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Data protection: Employers must comply with the requirements of the General Data Protection Regulation (GDPR) when collecting and processing personal data from employees. This means that employers must obtain consent from employees before collecting their personal data, and must ensure that the data is stored securely and used only for the purposes for which it was collected.
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Discrimination: Employers must ensure that exit interview questions do not discriminate against employees on the basis of any protected characteristics, such as age, gender, race, religion, or sexual orientation.
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Confidentiality: Employers must ensure that the information collected during the exit interview is treated confidentially and is only shared on a need-to-know basis. This means that only those individuals who need to see the information should have access to it.
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Exit interview process: Employers must ensure that the exit interview process is fair and consistent for all employees, and that employees are not treated unfairly or discriminated against on the basis of their employment status or any other factors.
Documentation sequence
Exit interview meeting invitation letter template
Our Exit Interview Meeting Invitation Letter template streamlines the process, ensuring a smooth and professional communication with departing employees.
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 |
Practical example
Scenario: Implementation of Exit Interview Questions Form
ABC Limited, a UK-based company, recognises the importance of gathering feedback from departing employees through exit interviews. HR Manager Sarah leads the implementation of an Exit Interview Questions Form, ensuring that HR conducts all exit interviews to maintain confidentiality and enable departing employees to discuss issues openly.
Initiating the Process
Sarah initiates the process by developing the Exit Interview Questions Form in collaboration with HR staff. The form aims to gather comprehensive feedback on various aspects of the employee experience, including reasons for leaving, overall satisfaction levels, and suggestions for improvement.
Form Development
Sarah and the HR team design the Exit Interview Questions Form, tailoring it to ABC Limited's culture and values. The form includes open-ended questions that allow departing employees to express their thoughts freely and confidentially. It also incorporates questions about the employee's interactions with their manager and any issues they may have encountered.
Rollout and Implementation
Once the Exit Interview Questions Form is finalised, Sarah ensures that HR staff are trained on how to administer the form effectively. She communicates clear instructions for scheduling and conducting exit interviews and establishes protocols for maintaining confidentiality throughout the process.
Monitoring and Evaluation
Sarah monitors the effectiveness of the Exit Interview Questions Form by reviewing the feedback gathered from departing employees. She analyses the data to identify common themes and trends, which are then used to inform strategic decisions and improve the employee experience.
Reporting and Action Planning
Sarah prepares reports summarising the findings from exit interviews and presents them to senior management. Together, they develop action plans to address any issues identified and implement changes to enhance employee retention and satisfaction.
Continuous Improvement
Sarah iteratively updates the Exit Interview Questions Form based on feedback from departing employees and changes in organisational needs. She ensures that the form remains relevant and effective in capturing valuable insights that drive continuous improvement.
