Yes. Exit interviews should be optional. Offer a short written form if they prefer.

FREE TOOL · RETENTION

Exit interview questions and notes template

When someone leaves, a calm 30-minute exit interview tells you what to fix before the next person goes. Use these questions, skip what does not fit, write their answers in their words, and turn the patterns into actions.

Who is leaving?Role and teamLast day

0 of 13 questions answered. Skip any question that does not fit; it drops out of the sheet and the PDF.

1. What made you start looking for a new job?

Listen for: the first trigger, which is often different from the final reason.

2. What is the new role giving you that we could not?

Listen for: pay, growth, flexibility, a better manager, a fresh start.

3. Was there a moment when you decided to leave?

Listen for: a specific event you might prevent next time.

4. What did you enjoy most about working here?

Listen for: what to keep and tell candidates about.

5. How well did your job match what you expected when you joined?

Listen for: gaps between the job advert and reality.

6. Did you get the support, training and feedback you needed?

Listen for: missing onboarding, unclear goals, too little feedback.

7. How would you describe your relationship with your manager?

Listen for: specific behaviours. If you are the manager, ask HR to cover this one.

8. Did you feel your work was recognised and fairly paid?

Listen for: recognition and pay are different problems with different fixes.

9. What would you change about the team or the company?

Listen for: one or two concrete changes.

10. What could have made you stay?

Listen for: the honest answer, and whether it was in your control.

11. Would you consider coming back one day?

Listen for: a yes is a good sign. Keep the door open.

12. Is there anything else you want to tell us?

Listen for: leave silence after asking.

13. Themes and what we will change

Listen for: one or two actions, with an owner, shared with HR.

THE GUIDE

Exit interviews that tell you what to fix

People are often more honest on the way out. A short, calm exit interview tells you why good people leave and what would have kept them, so the next person stays longer.

If you are the person’s manager, ask HR or another manager to hold it, or at least to cover the questions about you.

How to get honest answers

Hold it in the last week or two, not on the final afternoon.
Explain that the answers are used to improve things, and who will see them.
Ask open questions and follow up with “tell me more about that”.
Do not argue, correct or try to change their mind.

Turn answers into action

Record the main reason in one line, in their words.
Look for themes across several leavers: the same manager, team, stage or reason.
Pick one or two changes and give each an owner and a date.

Frequently asked questions

Should exit interviews be anonymous?

They are not anonymous, but they should be confidential. Share themes, not quotes that identify someone.

What is the most useful question?

Can they refuse?

One-minute lessons on this

TOPIC 03