Generate 15 tailored exit interview questions based on department, tenure, and departure reason. Copy, export as a survey, or regenerate for fresh alternatives.
Exit Interview Best Practices
Conduct the interview in the employee's final week but not on their last day - they should feel no pressure.
Use a neutral interviewer, ideally someone from HR rather than the departing employee's direct manager.
Assure confidentiality - explain how the data will be used and that responses will be anonymized in reports.
Listen more than you speak. Aim for an 80/20 ratio favoring the departing employee's voice.
Avoid being defensive about criticism. The goal is to learn, not to persuade them to stay.
For written surveys, keep open-ended questions to a maximum of 5 to avoid survey fatigue.
Track themes over time rather than reacting to individual interviews. Patterns across 10+ exits reveal systemic issues.
Share aggregated findings with leadership quarterly so exit data actually drives change.
Follow up 30-60 days after departure with a brief check-in - people are often more candid once fully settled elsewhere.