Exit Interview Template

The exit interview template turns a departure into honest, usable feedback. When someone leaves they often share what they never felt safe to say before, and a well-run exit interview captures that signal and feeds it back into how you lead.

When to use it

Run it during the offboarding window, ideally a few days before the person's last day so the conversation is reflective rather than rushed. Use the same core questions every time so you can spot patterns across departures.

Who attends

The departing employee and a neutral interviewer, usually someone from HR or a leader who was not their direct manager. Neutrality matters because people are far more candid when their soon-to-be-former boss is not in the room.

How to run it

Open with genuine thanks and be clear about confidentiality. Ask why they are really leaving, then move into their experience of the role, manager, and culture. Listen for patterns, not just this one story, and never get defensive. Close warmly so they leave as an advocate, not a critic.

Questions to ask

• What is the real reason you decided to leave?
• When did you first start thinking about leaving, and why?
• What did you enjoy most, and least, about working here?
• How would you describe the culture to a friend?
• What should we change for the person who fills your role?
• Is there anything that could have made you stay?

Common mistakes

• Letting the person's own manager run the interview.
• Getting defensive instead of listening for patterns.
• Collecting feedback that no one ever reviews or acts on.
• Ending on a sour note and burning an alumni relationship.

Turn every departure into a lesson. Run it in OrgTP and track exit themes so the same reasons stop repeating.