# Exit Interview: [Leaver name or anonymous ID], [Team]

> A structured interview with an employee who is leaving, plus a
> quarterly analysis table that turns individual answers into themes
> and actions. Based on common people-operations practice. Replace
> every `[bracketed]` value and every row marked *Example*.

<!--
Guidance: How to use this template
- Interview in the last one to two weeks, led by someone other than
  the leaver's manager (a People partner or a trained peer manager).
  Offer a written form for people who prefer it.
- Participation is voluntary. Say how answers will be used, who sees
  them and how long they are kept, in line with your privacy notice.
- Report themes, never individual quotes that identify someone. A
  concern about harassment, safety or wrongdoing is not an exit
  interview topic: route it to the grievance or whistleblowing process
  (`hr/disciplinary-grievance-procedure`,
  `compliance/whistleblowing-policy`).
- The examples describe Quillfen Devices Ltd, a fictional company.
-->

## 1. Interview details

| Field | Value |
|---|---|
| Interview ID | [EXIT-2026-012] |
| Role, team, tenure | [Role], [team], [N years N months] |
| Leaving reason category | [Resignation / end of contract / retirement / other] |
| Interviewer | [@people-partner] |
| Date and format | YYYY-MM-DD, [in person / video / written] |
| Consent to use anonymised themes | [Yes / No] |

## 2. Questions

<!-- Guidance: Ask open questions first, then the ratings. Listen; do not defend or debate. -->

1. What made you decide to look for, or accept, another role?
2. What did you enjoy most about working here?
3. What one change would have made you stay?
4. How well did your role match what you were told when you joined?
5. How did you find support and feedback from your manager?
6. Did you have the tools, training and time to do your job well?
7. How fair did pay and progression feel compared with your role?
8. Would you recommend [Organisation name] as an employer, and why?
9. Would you consider returning in the future?
10. Anything else you want us to know?

Ratings (1 = very poor, 5 = very good):

| Area | Rating | Comment |
|---|---|---|
| Role and work | [1 to 5] | [Comment] |
| Manager support | [1 to 5] | [Comment] |
| Pay and benefits | [1 to 5] | [Comment] |
| Career growth | [1 to 5] | [Comment] |
| Workload and balance | [1 to 5] | [Comment] |

## 3. Quarterly analysis

<!-- Guidance: Combine interviews each quarter. Report counts and response rate so small numbers are not over-read, and suppress groups of fewer than [5] people. -->

*Example (Q3 2026, fictional):* 18 people left and 12 were interviewed,
a response rate of 66.7%. Main reason given (one per interview):

| Main reason | Count | Share of interviews |
|---|---|---|
| Pay *(Example)* | 4 | 33.3% |
| Career growth *(Example)* | 3 | 25.0% |
| Manager relationship *(Example)* | 2 | 16.7% |
| Workload *(Example)* | 2 | 16.7% |
| Relocation *(Example)* | 1 | 8.3% |
| Total | 12 | 100.0% |

| Theme | Action | Owner | Due |
|---|---|---|---|
| Pay below market for mid-level engineers *(Example)* | Benchmark the engineering pay bands | [@head-of-people] | YYYY-MM-DD |
| No visible career path *(Example)* | Publish the career ladder (`career/engineering-career-ladder`) | [@cto] | YYYY-MM-DD |

## Standard and licence note

Based on common people-operations practice for exit interviews.
Original text written for this collection; organisations and figures
are fictional. Template licence: MIT.