[Company.Name] Exit Interview

This exit interview template will help your staff collect feedback from employees and contractors upon termination of their employment. Whether termination is voluntary or involuntary, an exit interview can help your business improve your HR policies, culture, compensation, and business practices.

For Interviewer

The purpose of this exit interview is to ensure that [Company.Name] gathers relevant feedback upon termination of employment with employees or contractors. The exit interview allows individuals leaving the [Company.Name] team to provide candid feedback so that we may continue to improve the employee and contractor experience.

The exit interview contains both open and close-ended questions. The interviewer should ensure that each question is answered directly, that each question is understood by the interviewee, and that the interviewee is given ample opportunity to provide detailed feedback regarding their experience at [Company.Name].

The following are general guidelines for conducting the exit interview:

1.  Clearly state the following to the interviewee prior to beginning the exit interview:

a) “Thank you for taking the time to sit down with me. While you may be moving on to pursue other opportunities, we are grateful for the time you spent helping [Company.Name] pursue our mission.

Your time as a member of our team is greatly appreciated. It is our goal to strive towards providing an outstanding experience to every employee and contractor. This conversation is intended to give you the opportunity to speak candidly regarding your experiences while working as part of our team.

I will ask you a series of standard questions that we ask in every exit interview. At the end I’ll also give you time to provide any feedback that wasn’t included in your responses to the standard questions. Please be detailed and honest with your feedback- your answers will in no way affect your eligibility for future employment with [Company.Name] or our support of your efforts to secure employment elsewhere. The exit interview takes approximately 30 minutes to complete. Shall we begin?”

2.  Before beginning the exit interview questions, take a moment to confirm the details of the interviewee’s employment or contract with [Company.Name], including the following:

a) Full Name and Date of Birth
b) Start and End dates of employment or contract
c) Positions held and general responsibilities or scope of work
d) Official reason for termination

3.  The purpose of the exit interview is not to discuss the specifics of the employee or contractor’s departure from the company. The exit interview should be conducted after any conversations on the topic are addressed completely.

Interviewer Name:
Date of Birth:
Start Date:
End Date:
Position Held:

Exit Interview Questionnaire

This page marks the beginning of the exit interview template questionnaire. Most companies designate a member of their staff to conduct these interviews, and train them on the proper way to proceed through the questionnaire. The key to a successful exit interview is to avoid confrontation and give the interviewee time to provide honest feedback.

Think back to before your time working with [Company.Name]. What made you want to join our team?

Encourage the interviewee to talk about how they first became aware of [Company.Name], what their general opinion of the company was, and what drew them to pursue employment with [Company.Name].

Tell me about your experience applying for the position you held at [Company.Name].

Tell me about your experience interviewing for the position you held at [Company.Name].

Please describe your experience applying and interviewing for the position you held at [Company.Name] in one word.

Tell me about your first day at [Company.Name].

Please share any thoughts you have on the onboarding process that you experienced at [Company.Name].

Do you feel that you were given the tools and support that you needed to perform your role effectively?

How would you characterize your interaction and relationship with your peers at [Company.Name]?

How would you characterize your interaction and relationship with your superiors at [Company.Name]?

Do you feel that you were empowered to take a leadership role in situations or projects where you had applicable expertise or interest?

What are your thoughts on the overall compensation and benefits that you received during your time at [Company.Name]?

Encourage the interviewee to discuss their overall feelings regarding their compensation and benefits, as well as their experience leveraging company benefits.

Aside from performing your assigned role, what other professional goals did you have while a part of our team?

Encourage the interviewee to discuss goals beyond the scope of their responsibilities at [Company.Name] including career advancement, furthering education, or other general professional pursuits.

How did [Company.Name] help you pursue these goals?

What could [Company.Name] have done to help you perform more effectively in your assigned role?

Would you characterize the environment at [Company.Name] as safe?

Encourage the interviewee to consider their safety in a broad sense, including physical and emotional safety. Ask for details regarding why the interviewee gave their chosen answer.

Do you feel that [Company.Name] leadership acted with your best interests in mind throughout your time as a part of our team?

Encourage the interviewee to expand their answer beyond “yes” or “no” by explaining why they felt a presence or lack of leadership support of their best interests.

How would you describe the culture at [Company.Name]?

Would you like to provide any other feedback regarding your time as a part of our team?

Encourage the interviewee to be candid and detailed. Remind them that their responses will be shared with [Company.Name] leadership and used to improve the working environment for current and future employees and contractors.

Resignations Only

If an employee or contractor chooses to leave employment for their own reasons, understanding why they’ve made that decision can be extremely valuable. Employee turnover can be costly to a business, so retaining quality employees should be a strategic focus.

The following questions are intended for use only in cases where the employee or contractor has voluntarily left [Company.Name] to pursue other opportunities or interests.

Please describe the circumstances that led to your desire to depart from our team.

What steps could [Company.Name] have taken to encourage you to remain a member of our team?

Would you consider rejoining the [Company.Name] team in the future? Why or why not?

Interviewer Signature:
Employee/Contractor Signature:
Date of Interview:

Once this exit interview template is completed, take time to review it with company leadership. Consider the feedback received, and how it may be used to improve the working environment. As your HR team builds a file of exit interviews, ask them to aggregate the feedback to identify common themes or points of emphasis.

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