Exit interview questions form template

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Our Exit Interview Questions Form ensures a thorough and structured approach to gathering valuable feedback from departing employees.

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.

Why this form is necessary

The Exit Interview Questions Form Template ensures meaningful and productive conversations to understand reasons for leaving and improve the employer-employee relationship.

It covers essential categories and is best conducted a week before the employee's departure.

  • 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.

  • 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.

  • 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.

  • 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.

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.

Workflow sequence

Previous step
Letters
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.

This step
Exit interview questions form template

Implementation timeline

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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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.

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Specifications

Reading time icon
Time to read / prep / use
10 mins
Document specs icon
Word count / length
1119 words, 3 pages A4
Date last reviewed icon
Date last reviewed
1 July 2024
exit interview questions form template

Exit interview questions

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 duties changed since you took on the role? If so, how?

6. Does the current job description accurately describe the job?

7. Do you have any suggestions as to how the job could be improved?

If so, have you raised them in the past with [your manager]?

8. Did you feel valued in your role?

9. Did you feel that you had an acceptable workload or were you under- or overworked?

10. How would you describe the prospects for advancement/promotion?

Working conditions

11. How would you describe the physical working conditions in your department?

12. Do you have any suggestions as to how the department working conditions could be improved?

If so, have you raised them in the past with [your manager]? Relationships with manager and colleagues

13. How would you describe morale in your department?

14. How would you describe your working relationship with your colleagues?

15. How would you describe your working relationship with your manager?

16. Did your manager: Always Often Seldom Never
Explain tasks properly?        
Give adequate instructions?        
Listen to suggestions?        
Give adequate help/advice where required?        
Show fair/unbiased treatment?        
Provide constructive feedback on your performance?        
Give praise where due?        
Keep you informed about your progress?        
Know and follow company procedures?        

Company pay and benefits

17. How would you rate the following pay and benefits provided by the Company? Very good Good Average Poor Very poor
Remuneration          
Pension          
Long service award          
Bonus scheme          
Company car / car allowance          
Employee share scheme          
Occupational health scheme          
Sick pay          
Health insurance          
Life insurance          
Season ticket loan scheme          

Company communication

18. How did you feel about the level of communication within your team/department?

19. How did you feel about the level of inter-department communication?

20. Do you feel that you were kept well informed about what was happening in the Company as a whole?

21. Do you have any suggestions as to how communication at the different levels could be improved?

If so, have you raised them in the past with [your manager]?

Training and development

22. Do you feel that you were given an effective induction into the Company?

23. Do you feel that you received adequate training/coaching to perform your role?

24. What is your opinion of the career development opportunities within the Company?

25. Do you feel that the right training was available to you to develop your career within the Company?

Work-life balance

26. How do you feel about your work-life balance while working for the Company?

27. While working at the Company did you make any request for more flexible working hours?

If so, what was your request and was it accepted?

28. Do you have any suggestions as to how work-life balance within the Company could be improved?

29. How would you rate the following benefits provided by the Company? Very good Good Average Poor Very poor
Maternity pay and leave          
Paternity pay and leave          
Adoption pay and leave          
Childcare          
Career break scheme          

                                  

30. Have would you rate the following aspects of working at the Company? Very good Good Average Poor Very poor
Work equipment          
IT services          
HR services          
Parking facilities          
Canteen facilities          
Sport/social facilities          
First aid          
Security           
Company reputation          

31. Do you think that the Company has a good reputation as an employer?

32. Would you recommend the Company as an employer to others?

33. Do you think that the Company is perceived as being run on ethical lines?

Reason for leaving

34. Why are you leaving the Company?

35. If you are moving to another job, for which company will you be working?

36. What will your new job involve?

37. In what ways do you consider that the new company and/or job will be better for you?

38. Please use this space for any further comments on your decision to leave the company.

References: Data Protection

Please indicate below whether or not you wish [name of company] to provide a reference about your employment with us where a reference request is received from a prospective employer.

[In accordance with [name of company]'s policy on giving references, any such reference may include: [insert details as appropriate e.g. dates of employment, job title, key job duties and level of responsibility].]

Yes/No

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Version: [1.0]

Issue date: [date]

Why choose our Exit interview questions form template?

Our content:

Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
Maintains your compliance with ACAS guidelines, legislation, and industry best practices.
Includes 12 months access to your purchase, with email alerts if updated or expanded.

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