Build it well
Human resources
Employee exit interview form template
Create a consistent, respectful exit process that gives HR useful feedback while protecting sensitive employee information.
employee exit interview form templatehuman resourcesemployee exit interview form template example
Best for
HR, People Ops, managers, and employee experience teams
- 1Employee and role
- 2Departure context
- 3Experience rating
- 4Handoff risks
- 5Improvement feedback
Ways to use this template
- Voluntary departures
- Contract completion
- Remote team offboarding
- Employee experience programs
What to include
A strong template is more than a list of questions. It should capture the right data, make the next step obvious, and keep the response clean enough to analyze or route.
1
Employee and role
Employee and role keeps the employee exit interview form response structured for routing, review, export, and follow-up.
2
Departure context
Departure context keeps the employee exit interview form response structured for routing, review, export, and follow-up.
3
Experience rating
Experience rating keeps the employee exit interview form response structured for routing, review, export, and follow-up.
4
Handoff risks
Handoff risks keeps the employee exit interview form response structured for routing, review, export, and follow-up.
5
Improvement feedback
Improvement feedback keeps the employee exit interview form response structured for routing, review, export, and follow-up.
Send a private interview invitation
Route sensitive responses to HR owners
Aggregate themes for quarterly review
Pair this template with the right feature
The template gives you the starting structure. The related product capability helps turn submitted answers into a working response workflow.
Connect the workflow
What should an exit interview form include?
Ask about role context, reasons for leaving, support and management, handoff risks, and suggestions without requesting unnecessary sensitive details.
How should exit interview data be protected?
Limit access to authorized HR reviewers, explain the purpose and retention period, and separate identifiable details from trend reporting when possible.
How can HR turn exit feedback into action?
Tag recurring themes, compare them by team or time period, and assign an owner and review date for each improvement area.
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