Exit Interview Template
Leaver interview details, ten open questions, area ratings, quarterly analysis of reasons with response rate, themes and actions
Cách dùng: Use it when an employee is leaving and you want honest, comparable feedback. Fill the interview details and questions first, then combine answers each quarter in the analysis table. The main pitfall is reporting small groups or quotes that identify people.
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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.
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
- What made you decide to look for, or accept, another role?
- What did you enjoy most about working here?
- What one change would have made you stay?
- How well did your role match what you were told when you joined?
- How did you find support and feedback from your manager?
- Did you have the tools, training and time to do your job well?
- How fair did pay and progression feel compared with your role?
- Would you recommend [Organisation name] as an employer, and why?
- Would you consider returning in the future?
- 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
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.
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