Exit Interview Survey Template

This Exit Interview Survey is aimed at collecting feedback from departing employees.

The survey seeks to understand the reasons for an employee's departure and gather their opinions on various aspects of their work experience, including job duties and responsibilities, support from management and colleagues, work environment and culture, training and development opportunities, compensation and benefits, communication within the company, career goals and aspirations, level of stress and recognition at work, and likelihood of recommending the company to others.

Number of Questions
Time to complete:
4 minutes

Exit interview survey questions in this example

1. What are the most important reasons for you leaving? (you can select more than one option)

The answer should be a multiple choice:

  1. Not satisfied with my manager
  2. Office politics
  3. Pay
  4. Need to relocate
  5. Wanted a career change
  6. Family circumstances/personal reasons
  7. Health reasons
  8. Working conditions and/or benefits
  9. Retirement
  10. Workload
  11. Going back to education

2. How satisfied were you with your job duties and responsibilities?

The answer should be a single choice:

  1. Very satisfied
  2. Satisfied
  3. Neutral
  4. Unsatisfied
  5. Very unsatisfied

3. How supported did you feel by your manager and colleagues?

The answer should be a single choice:

  1. Very supported
  2. Supported
  3. Neutral
  4. Unsupported
  5. Very unsupported

4. How comfortable were you with the work environment and culture?

The answer should be a single choice:

  1. Very comfortable
  2. Comfortable
  3. Neutral
  4. Uncomfortable
  5. Very uncomfortable

5. How satisfied were you with the training and development opportunities provided by the company?

The answer should be a single choice:

  1. Very satisfied
  2. Satisfied
  3. Neutral
  4. Unsatisfied
  5. Very unsatisfied

6. How satisfied were you with the compensation and benefits package offered by the company?

The answer should be a single choice:

  1. Very satisfied
  2. Satisfied
  3. Neutral
  4. Unsatisfied
  5. Very unsatisfied

7. How would you rate the overall communication within the company?

The answer should be a single choice:

  1. Excellent
  2. Good
  3. Fair
  4. Poor
  5. Very poor

8. How well did the company meet your career goals and aspirations?

The answer should be a single choice:

  1. Very well
  2. Well
  3. Neutral
  4. Poorly
  5. Very poorly

9. How often did you feel overwhelmed or stressed at work?

The answer should be a single choice:

  1. Very often
  2. Often
  3. Sometimes
  4. Rarely
  5. Never

10. How often did you feel that your work was valued and recognized by your manager and colleagues?

The answer should be a single choice:

  1. Very often
  2. Often
  3. Sometimes
  4. Rarely
  5. Never

11. How likely are you to recommend this company as a place to work to a friend or colleague?

The answer should be a single choice:

  1. Very likely
  2. Likely
  3. Neutral
  4. Unlikely
  5. Very unlikely

12. Do you have any additional comments or suggestions about your experience with the company that you would like to share?

The answer should be a multi line text input.

Why use an exit interview template?

It can be stressful planning your exit interview survey when you’ve got little time and want to ensure you’ve left no stone unturned in examining the reasons behind your employee’s departure.

That’s why we’ve created an employee exit interview template to help you. Like all of our template surveys, this can be used as it is or easily customized to suit your needs.

Exit interview advice

Like all HR surveys, the employee exit survey is a quick, effective way of gathering some initial insight into the feelings and thought processes of an employee. However, if you’re looking for some deeper insight into the reasons behind a staff members decision to leave, an exit interview can provide the perfect tool, giving you the time and space to explore their reasons in a bit more depth.

However, if you’re to get the most out of these sessions, there’s a number of things you need to consider first.


When it comes to the timing of an exit interview with your departing employee, there’s certainly some contrasting debate about when it’s best to conduct it. While some believe it should be conducted fairly soon after they’ve handed in their notice, others believe it should be one of the final things they do on their last day.

Ideally, the timing needs to be somewhere between the two. During their final few days, when their thoughts about their reasons for leaving are still fresh and before they lose interest completely and are just counting down the final few hours in their role.

The interviewer

You’ll also have to decide who conducts your exit interviews, whether it’s the employee’s line manager or direct supervisor, a member of your HR team, or even an external consultant.

If you choose the employee’s line manager or director supervisor, they will be able to really drill down into any issues an employee may have had with their role, team colleagues, the resources available to do their jobs or any training issues. However, the downside is that if the employee didn’t get on with their manager, they may be unlikely to provide any useful feedback, or could refuse to do the interview altogether.

Using someone from your HR team, to conduct the interview is also a popular choice among organizations. While they can focus on role-specific issues and complaints, they can also consider issues in the wider organization that may have affected the individual being interviewed. The only downside of this approach is that because they are unlikely to know this employee as well as their direct manager, they may find it harder to get them to open up and talk.

In some cases, if an employer experienced a sudden problem with a high turnover of staff they might decide to go with a more neutral option, such as an external consultant. Such neutrality could be useful in getting interviewees to open up and reveal the real cause behind their decision to leave, but the obvious downside of this approach would be the costs of outsourcing such support.

There’s advantages and disadvantages to each of these interviewer approaches, so you’ll need to select the best person to carry out your exit interview on a case-by-case basis.


When it comes to the tone of your exit interview, although it’s quite a formal process, you don’t want the tone of the interview to be too formal. It’s far better to keep a more casual, friendly and open tone, as this creates an unthreatening atmosphere where interviewees will be far more likely to open up about how they’ve been feeling.

It also helps at the beginning of your interview to explain its purpose, stating clearly that you conduct these interviews in order to make positive changes and improve your company culture. Ask for their help and highlight how much you’d value their honesty and constructive feedback. In addition, assuring your departing employee that everything they say will be confidential and anonymous will also facilitate this process and keep the conversation flowing.


Again, there’s some debate about the best place to host an employee exit.

While some say anywhere on site is fine, others believe an exit interview is better conducted offsite on neutral territory, particularly if there have been any misconduct concerns about the individual being interviewed or they had any issues with management.

However, as a rule of thumb, as long as you have somewhere quiet and private to talk, where the departing employee feels comfortable and safe to state their opinions and share their feelings that should be fine.

Question choice

From working conditions and culture and employee/management relations, to staff pay and benefits and employee training. When it comes to your ‘exit interview questions’ you need to make sure your questions cover all areas of your business, so, you know you’ve addressed all the areas that may have potentially influenced your employees’ decision for leaving.

Possible pitfalls

While our exit interview template offers a good starting point in terms of some strong staple questions to include in your next interview, it’s also prudent to be aware of what not to say in an exit interview setting.

Here are some questions you’d be better off avoiding.

Why didn’t you like working here?

When employees choose to quit, it may leave you feeling shocked, hurt, angry or relieved. However, for the sake of your employer brand, it’s inappropriate to make them aware of these emotions.

You would be better off offering more positive alternative questions that could uncover valuable suggestions to help improve conditions for existing and future employees such as: “What things in particular would you change about this job?” or “What would your suggestions be to improve our workplace?”

What were the worst things you had to deal with?

Again, too much focus on the negative could risk ruining the atmosphere and lead to your interviewee becoming tight lipped, rather than talking freely and honestly about their experiences, which is really the objective of these session.

Therefore, consider asking some questions about good practices and positive things instead, so they can show you what you’re doing right.

Are you willing to reconsider and stay? Could we do anything to make you stay?

This one’s a definite no, no. Exit interviews are not the time to ask your employee to reconsider their resignation. Your purpose is to learn about their perspective.

The perfect opportunity to learn and improve

While any interview has the potential to rake up some uncomfortable feedback, the benefits far outweigh any negatives, as when anyone decides to move on, the exit interview provides the ideal opportunity for a company to find out what went wrong. More importantly, they can then use what they learnt to avoid losing other employees for similar reasons in the future.

This shows the value of conducting an employee exit interview. However, if you’re to realize the greatest value it’s best carried out in tandem with an exit interview survey, that not only helps you to quickly cover off a lot of ground in your questioning, but also provides the analysis and reporting tools needed to make sense of your data and spot key trends in your employee churn.

Together with your face-to-face exit interview, this will make your employee exit process a much more efficient and effective activity.

Get started and create your first survey

If you would like more information then please get in touch.