Exit interview preparation plan template
Supporting information
Our Exit Interview Preparation Plan template facilitates gathering valuable feedback, identifying patterns, and enhancing employee engagement for better retention and growth.
An exit interview preparation plan ensures comprehensive and structured gathering of feedback from departing employees to identify trends, enhance engagement, and drive organisational growth.
Exit interview preparation plan
| Activity | Timescale | Responsibility |
| Develop a list of questions to ask the departing employee. | 1-2 weeks before the exit interview | HR Manager |
| Schedule the exit interview. | 1-2 weeks before the exit interview | HR Manager |
| Notify the departing employee of the date, time, and location of the interview. | 1-2 weeks before the exit interview | HR Manager |
| Send the departing employee a copy of the exit interview questions. | 1-2 weeks before the exit interview | HR Manager |
| Welcome the departing employee and thank them for their time. | Day of the exit interview | HR Manager |
| Ask the departing employee the questions on the list. | Day of the exit interview | HR Manager |
| Listen carefully to the departing employee's answers and ask follow-up questions to get more information. | Day of the exit interview | HR Manager |
| Take notes during the interview. | Day of the exit interview | HR Manager |
| Review the notes from the interview. | 1-2 weeks after the exit interview | HR Manager |
| Identify any areas for improvement. | 1-2 weeks after the exit interview | HR Manager |
| Develop a plan to address any areas for improvement. | 1-2 weeks after the exit interview | HR Manager |
| Share the plan with the departing employee. | 1-2 weeks after the exit interview | HR Manager |
Protected before purchase.
Protected before purchase.
What is this for?
An exit interview preparation plan ensures structured feedback collection, identifying patterns, and retaining valuable insights to enhance employee engagement and support organizational growth. It gathers candid feedback, addresses concerns, and contributes to a better work environment and increased employee retention.
Extended guidance
Employment law compliance
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Employment Rights Act 1996: Provides employees with certain rights, including the right to a statement of reasons for dismissal and the right to request a written statement of employment particulars.
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Equality Act 2010: Prohibits discrimination in employment on the grounds of protected characteristics such as age, gender, race, disability, religion, and sexual orientation, ensuring fairness and equality in the exit interview process.
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Data Protection Act 2018 (including GDPR): Sets out regulations for the collection, processing, and storage of personal data, ensuring that employee feedback obtained during exit interviews is handled securely and in compliance with data protection laws.
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Health and Safety at Work Act 1974: Ensures that employers have a duty of care towards their employees' health and safety, which includes providing a safe and supportive environment during the exit interview process.
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Employment Equality (Age) Regulations 2006: Prohibits age discrimination, ensuring that departing employees of all ages are treated fairly and respectfully during the exit interview process.
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Whistleblowing Protection: Various legislation, including the Public Interest Disclosure Act 1998, protects employees who raise concerns about wrongdoing within the organisation, allowing them to provide feedback during exit interviews without fear of retaliation.
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Trade Union and Labour Relations (Consolidation) Act 1992: Provides legal protections for employees who are members of trade unions, ensuring their rights to be represented during the exit interview process if they choose to involve their union representative.
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Company policies and contracts: Organisational policies and employment contracts may outline specific processes and obligations related to exit interviews, ensuring consistency and transparency in the implementation of the preparation plan.
