Free Employee Exit Interview Form Template
This exit interview form helps you understand why employees are leaving and what you can do to improve retention. It covers reason for departure, job satisfaction ratings, feedback on management and culture, compensation, and whether they'd consider returning.
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Form Sections Overview
| Section | What it covers |
|---|---|
| Employee Info | Name, ID, title, department, supervisor, hire date, last day |
| Reason for Leaving | 12 common reasons with checkbox selection |
| Job Satisfaction | 7-item rating scale (1-5) covering role, balance, management, growth, compensation |
| Feedback on Role | What they enjoyed, what they didn't, whether expectations were met |
| Feedback on Management | Supervisor support, communication, growth opportunities |
| Work Environment & Culture | Overall culture, feeling valued, workplace challenges |
| Compensation & Benefits | Satisfaction level, suggestions for improvement |
| Rehire & Referral | Would they return? Would they recommend the company? |
| Additional Comments | Open-ended final feedback |
Full Form Text
Date: ___________________________
Employee Name: ___________________________
Employee ID: ___________________________
Job Title: ___________________________
Department: ___________________________
Supervisor: ___________________________
Date of Hire: ___________________________
Last Day of Employment: ___________________________
1. Reason for Leaving
Please select the primary reason(s) for leaving (check all that apply):
- Better opportunity
- Career change
- Dissatisfaction with job role
- Lack of career advancement
- Relocation
- Personal reasons
- Work-life balance
- Retirement
- Health-related reasons
- Dissatisfaction with management
- Compensation/Benefits
- Work environment/culture
- Other: ___________________________
2. Job Satisfaction
Rate the following (1 = very dissatisfied, 5 = very satisfied):
- Job Role & Responsibilities: 1 2 3 4 5
- Work-Life Balance: 1 2 3 4 5
- Working Relationship with Supervisor: 1 2 3 4 5
- Working Relationship with Co-Workers: 1 2 3 4 5
- Career Growth & Development Opportunities: 1 2 3 4 5
- Compensation & Benefits: 1 2 3 4 5
- Work Environment: 1 2 3 4 5
3. Feedback on Role
- What did you enjoy most about your job?
- What did you enjoy least about your job?
- Did your job responsibilities meet your expectations? Yes / No
- Do you feel your skills and abilities were utilized effectively? Yes / No
4. Feedback on Management
- How would you describe the support and guidance provided by your supervisor?
- Do you feel management effectively communicated expectations and goals? Yes / No
- Were you given opportunities for professional growth? Yes / No
5. Work Environment & Culture
- How would you describe the overall work environment and company culture?
- Did you feel valued as an employee? Yes / No
- Were there any workplace challenges (e.g., discrimination, lack of resources)? Yes / No
6. Compensation & Benefits
- How satisfied were you with your compensation package?
- Were there specific benefits or policies you feel should be improved?
7. Rehire and Referral
- Would you consider working for this company again? Yes / No
- Would you recommend this company to others? Yes / No
8. Additional Comments
Is there anything else you'd like to share about your experience?
Interview Conducted By: ___________________________
Employee Signature: ___________________________
HR Signature: ___________________________
Tips for Conducting Exit Interviews
Timing
Conduct during the employee's last week -- late enough for honest feedback, early enough to complete paperwork.
Who conducts it
HR, not the direct supervisor. Employees are more candid with a neutral party.
Keep it confidential
Assure the employee their feedback won't be attributed to them in team discussions.
Track trends
Compile exit interview data quarterly. Look for patterns -- if 5 of your last 10 departures cite "lack of growth," that's a systemic issue.
Act on it
Exit interviews are worthless if you collect feedback but never change anything. Share anonymized findings with leadership and create action plans.
Frequently Asked Questions
Common questions about exit interview forms.
No, but they're strongly recommended. They're your best opportunity to get honest feedback from someone who has nothing to lose by telling the truth.
Respect their decision. You can offer to send the form for them to complete on their own time, or offer to conduct it after they've left (by phone or email).
Yes, but adjust the questions. Focus on their experience overall rather than "reason for leaving" (which you already know). Their perspective on management, culture, and tools is still valuable.
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