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Exit interview form

exit interview form

Are you looking to gain valuable insights from your departing employees?

The exit interview form is designed specifically for businesses of all sizes, across various industries. This comprehensive set of questions can help your Human Resources or Recruitment team to identify areas for improvement and track trends in employee satisfaction, management, work culture, and more.

By implementing the exit interview form, you can enhance your company's retention rates and create a more positive and productive work environment for your team.

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Questions to include on your exit interview form

1. Employee Details

Collecting employee details is necessary to identify the individual providing feedback during the exit interview.

  • Full Name
  • Employee ID
  • Position
  • Department
  • Start Date
  • Last Working Day

2. Reason for Leaving

Understanding the primary reason for an employee's departure can provide insights into potential areas of improvement within the company.

  • What is the main reason for leaving the company? (Better opportunity, Relocation, Personal reasons, Work environment, Compensation, Others)

3. Job Satisfaction

These questions help get a deeper understanding of the employee's overall job satisfaction and their experience within the company.

  • On a scale of 1 to 10, how satisfied were you with your job?
  • Please briefly explain your rating.

4. Managerial Feedback

Gathering feedback on management can help identify areas of improvement in leadership and communication within the company.

  • How would you rate the support and guidance provided by your direct manager? (Poor, Average, Good, Excellent)
  • Please provide any additional comments or suggestions for improvement.

5. Work Environment and Culture

Evaluating the work environment and company culture helps in creating a more comfortable and inclusive atmosphere for future employees.

  • How would you rate the overall work environment and company culture? (Poor, Average, Good, Excellent)
  • What aspects of the work environment or culture could be improved?

6. Professional Growth and Development

Understanding the growth opportunities and training provided can help the company enhance its employee development programs.

  • Were you provided with adequate opportunities for growth and development within the company? (Yes, No)
  • Please elaborate on any specific areas where opportunities for growth and development were lacking.

7. Compensation and Benefits

Collecting feedback on compensation and benefits can help the company stay competitive in the job market.

  • Were you satisfied with your compensation and benefits package? (Yes, No)
  • If you were not satisfied, please specify the areas where you felt under-compensated.

8. Recommendations and Final Thoughts

These questions allow the employee to provide any final thoughts or recommendations for the company's improvement.

  • Do you have any recommendations for improving the company or your former department?
  • Would you consider working for the company again in the future? (Yes, No, Maybe)

The question about future employment is important because it shows whether the employee had a positive overall experience and might recommend the company to others.

Other question ideas

When you are creating your exit interview form, here are some additional questions you may want to consider. These won't apply in every case, but should give you some ideas as you build out your form.

  • How well did the company's values align with your personal values?

    • This question can reveal if the employee felt connected to the company's values, which can impact their overall satisfaction and engagement at work.

  • Did you feel that your work had a positive impact on the company? (Yes, No)

    • Understanding if employees believe their work made a difference can help gauge their sense of accomplishment and may highlight areas for improvement in communication of goals and objectives.

  • If you could change one thing about your role or responsibilities, what would it be?

    • This question allows employees to share their thoughts on possible improvements or changes that could have made their job more enjoyable or fulfilling.

  • Were there any additional resources or tools that you feel would have been beneficial to your role?

    • Identifying potential resources that employees find lacking can help the company better equip future employees and improve overall job satisfaction.

  • How would you describe the company's approach to work-life balance? (Poor, Average, Good, Excellent)

    • Work-life balance has become increasingly important to employees. Understanding how well the company is doing in this area can help identify opportunities for improvement.

  • Did you feel that your workload was manageable and reasonable? (Yes, No)

    • Gauging employee perceptions of workload can help the company identify potential issues with workload distribution and ensure employees feel supported in their roles.

  • If you were in a position to hire someone for your former role, what qualities or skills would you look for in a candidate?

    • This question can provide insight into the specific qualities or skills that employees feel are most important for success in their role, which can be useful when recruiting for future positions.

  • Do you have any ideas for new projects or initiatives that could benefit the company or your former department?

    • Soliciting ideas from departing employees can reveal untapped opportunities or improvements that the company might not have considered previously.

Things to consider

  1. User-friendly interface - Make sure the form is easy to navigate by using a clean layout, simple design, and clear instructions for each question.
  2. Mobile compatibility - Ensure the form is responsive and can be easily filled out on various devices, including smartphones and tablets.
  3. Progress indicators - Help users understand how far they are in completing the form by providing a progress bar or percentage indicator.
  4. Mandatory vs. optional fields - Clearly indicate which questions are mandatory and which are optional to avoid confusion and ensure that essential information is collected.
  5. Privacy and confidentiality - Assure employees that their responses will remain confidential and be used only for the purpose of improving the workplace. Include a privacy statement at the beginning of the form.
  6. Save and resume functionality - Allow users to save their progress and return to complete the form later if needed, so they don't have to start over if they get interrupted.
  7. Thank you message and follow-up - After submission, display a thank you message to acknowledge receipt of the employee's responses and inform them about any follow-up steps, if applicable.

How to create your exit interview form

Now that you know what questions you should include, it's time to build your form!

The only problem is that traditional forms tools are inefficient.

People will forget to fill out your form. They'll get stuck halfway and not be able to finish it. Or they'll send you the wrong stuff. You end up wasting hours chasing people down over email. 

That's why you should give Content Snare a try. 

Content Snare is packed with advanced features that will have you hours:

  • Automatic reminders - Remind people to complete their form with fully customizable reminders.
  • Reject incorrect information - If a single question is filled out incorrectly, ask your client to re-do just that one item.
  • Autosaving - No progress gets lost. People can fill out forms in multiple sittings.
  • Comments and questions - If the person filling the form gets stuck, they can ask a question without having to email you.

Give it a go by signing up for your free 14-day trial. 

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