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Exit Interview Form Template

Capture honest reasons employees leave with a written exit interview that departing staff will actually complete candidly.

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Exit Interview Form Template

Capture honest reasons employees leave with a written exit interview that departing staff will actually complete candidly.

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Would you recommend this company as a place to work?

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When to use this template

  • An employee has resigned and you want structured, comparable answers on record before their last day scatters everyone's attention.
  • Several people have left one team recently and you need to see whether their reasons rhyme.
  • Departing staff decline live exit conversations and a written format is the only channel they will accept.
  • Leadership dismisses attrition anecdotes and you need aggregated, quotable data to make the pattern undeniable.

How to use this template

  1. 1

    Click “Use this template” Get your own copy of this form in the editor instantly.

  2. 2

    Edit the labels or fields if needed. Remove what you don’t need, make things optional, or keep our expert structure.

  3. 3

    Publish and share the link Send it to your team or clients to start collecting structured responses.

Common mistakes when using this form

  • Letting the direct manager run or read the exit interview. No one critiques the person writing their final reference — the setup guarantees sanitized answers and quietly protects exactly the managers driving attrition.
  • Asking only why the person left and never what would have made them stay. Push factors get dressed up as pull factors ('great offer elsewhere'); the counterfactual question is what exposes the fixable cause.
  • Filing responses without aggregation. Individual exits are easy to explain away one at a time; the pattern — three departures citing the same lead in eighteen months — only appears if someone reads them together.

Frequently Asked Questions

What questions should an exit interview include?

Primary reason for leaving, what would have changed the decision, honest ratings of manager and growth opportunity, whether they would recommend the company, and an open floor. Six or seven questions total — leavers are donating goodwill, not serving a final assignment.

Are written exit interviews better than face-to-face ones?

For honesty, usually yes: writing removes the social pressure of criticizing someone across a table, and answers arrive in comparable, quotable form. The strongest approach is both — the form first for candor and coverage, a short conversation after for follow-up questions.

Should exit interviews be anonymous?

Confidential rather than anonymous. You need to know which team and manager the feedback concerns or it is unactionable, but the leaver needs a guarantee that raw answers never reach their manager or shade a future reference. Name the reader on the form itself.

What do companies actually do with exit interview data?

Too often, nothing — which is the real scandal of the format. The useful practice is quarterly aggregation: tally reasons, flag any manager named in multiple exits, and put one systemic finding in front of leadership. One acted-upon insight repays years of collecting.

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