Employee Exit Interview Form Template
Easily Streamline Your Exit Interview Process
Are you struggling to gather honest feedback from employees leaving your company? This employee exit interview form template is designed to help HR professionals like you facilitate constructive conversations and gain insights into your workplace. Discover key trends, identify areas for improvement, and enhance retention strategies-all while ensuring a seamless transition for exiting staff. Use this customizable form to create a respectful exit experience, boost response rates, and build a culture of continuous improvement. Try out the live template now and see the difference.
When to use this form
Use this template after a resignation notice, during a reduction in force, or at the end of an internship. HR and managers get structured, candid feedback on culture, workload, pay, and growth. You learn what to fix to boost retention and what to protect. Run it in the final week or on a remote handoff to capture knowledge, risks, and transition needs. Pair it with the Employee offboarding checklist form to coordinate tasks across IT and payroll, and use the Employee clearance form to confirm asset returns and access removal. You leave with clear next steps, a documented record, and trend data to brief leadership.
Must Ask Employee Exit Interview Questions
- What are the main reasons you decided to leave?
This reveals push and pull factors like pay, workload, growth, and leadership. Align your reason codes with the Employee separation form to keep records consistent and track trends.
- Which aspects of your role helped or hindered your performance?
Answers point to process, tooling, or culture changes that improve productivity. They also highlight strengths you should keep and scale.
- How would you describe your relationship with your manager and team?
Team dynamics drive engagement and performance. If trust or support is weak, you can coach leaders or adjust staffing; use the Employee exit interview survey form to quantify ratings across teams.
- Were your goals, responsibilities, and career path clear?
Clarity gaps often signal issues in onboarding, goal-setting, or performance management. This helps you refine job descriptions and manager 1:1s.
- What could we change to make this a better place to work for your replacement?
This prompts specific, actionable fixes you can tackle now. It also surfaces quick wins for the next hire and long-term retention bets.
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