Exit interview

Get feedback about the employee’s experience, company culture, and management
Gabriel Guevara
Design Operations Manager

I feel so much more prepared and confident going into meetings. Rather than winging it, I’m organized now.

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What's in this template?

Exit interviews are crucial for gathering information on how to improve employee retention and engagement. Asking the right questions can help you understand the underlying company culture, values, habits, and processes that may drive people to leave. By identifying patterns you can plug the leaky holes in your company. 

When leaving a role, a person has much less to lose than someone still in their job. This can make it more likely that they’ll share important issues or concerns with you without fear of losing their job. It also gives the employee a chance to give constructive feedback on things that never came up or that they weren’t comfortable sharing before. 

Exit interviews may be time-consuming but you can learn invaluable information about your company, it’s leaders, and any trends you may need to course correct. 

1
Reason for leaving

What made you look for another job?

2
Company performance

What did we do well? What could we improve?

3
Highlights

What were your favorite parts about working here?

4
Lowlights

What were your least favorite parts about working here?

5
Manager feedback

What’s one thing I/your manager could do to improve?

6
Final words

Anything else you want to share?

Duration
60 minutes or less
Size
2 people
Frequency
Ad hoc

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