Questions for people who are leaving, while they're still willing to tell you. The main reason comes first, then their experience of the job and manager, and finally what would have kept them — the answer you can act on.
We've ticked a short starter set. Change it to suit you.
Why they're leaving
Their time here
Looking ahead
Open questions
5 questions selected
Tips for a better exit interview survey
Send it a few days before the last day, not after.
Say who reads the answers. Feedback about a manager is only honest if it doesn't go to that manager.
Tally the main reasons every quarter — a pattern matters more than one answer.
How to run exit interviews
1Ask everyone who leaves by choiceNot only the people you were sorry to lose. Patterns only show up when you have answers from most leavers.
2Send a form first, then talkPeople are more candid in writing. A short form in their last week, followed by a conversation, gets you both the facts and the story.
3Keep the manager out of itThe conversation should be with HR or someone outside the person's reporting line, and answers shouldn't reach the manager with a name on them.
4Keep it apart from referencesSay clearly that nothing they write affects their reference or final pay. Otherwise you'll only hear polite answers.
5Look for patterns every quarterGroup the reasons people give (pay, manager, growth, workload) and report the trend to leadership, not individual answers.
6Act on the reason that keeps coming upOne fixed cause of leaving is worth more than a perfect report. Tell the people who stay what you changed.
Common questions
Should exit interviews be anonymous?
Usually they can't be fully anonymous, because you know who is leaving. Make them confidential instead: report answers in groups, and never pass comments to the manager with a name attached.
Who should conduct the exit interview?
HR, or a manager from another team. Someone leaving because of their manager won't say so to that manager.
When is the best time for an exit interview?
In the last week of employment, or within a couple of weeks after they leave. Answers given after the last day are often more honest.
Which exit interview questions matter most?
Why they started looking, what would have made them stay, and whether they would come back or recommend working here. Those three tell you what to fix.