Back to Template Gallery

Exit Interview Template

Gather honest feedback about company culture, team morale, and your management style by asking departing employees these exit interview questions.

Template preview

Magnify Preview template

  • Pick a template

    Save time with a pre-built template complete with recommended talking points to get you started

  • Customize it

    In Fellow, customize headers, talking points, and more before using it in your next meeting

  • Bring it to life

    Use the template in real-time with your meeting attendees to collaborate on meeting notes

An Exit Interview can be seen as a difficult conversation

For that reason, we’ve created an exit interview template for managers, consisting of questions and exit interview tips that will provide you and your team with valuable feedback and highlight areas for improvement within the organization. This exit interview template will also determine how you can mitigate future turnover rates. 

Why are Exit Interviews important?

In a 2016 Harvard Business Review article, Everett Spain and Boris Groysberg argue that:

“Exit Interviews can promote engagement and enhance retention by signaling to employees that their views matter. And it can turn departing employees into corporate ambassadors for years to come.”

With the right exit interview template, you can enhance career development practices, solidify company culture and uncover any issues you may not be aware of. 

Before you begin, it is incredibly important to treat your employee with respect and gratitude for their time with the company. Creating a safe space to have this discussion will allow your employee to feel more open, honest and comfortable, which will produce a more beneficial outcome for both of you. 

Now, here are some of the questions we’ve included in this exit interview template:

What’s inside this Exit Interview Template:

1 What made you start looking for another job?

It is critical to understand the reason why your employee is looking for a new job. It is likely that their leave has nothing to do with the company and that they have simply found a more attractive opportunity, such as better compensation, a shorter commute or a means to shift their career into a different industry. 

If your employee leaving is not due to personal reasons, it is a great opportunity to learn about HR benchmarks in other organizations such as pay, benefits and culture. By asking questions about their new employer, you will gain valuable insights on competitive advantage in your industry and identify means to create more attractive opportunities for future employees.

2 Did you feel equipped to do your job well?

This question opens the conversation to understanding the efficiency of your onboarding process. By listening to your employees’ experience, it allows you to identify areas of growth for your onboarding process and for training and development. Understanding the learning curve that your employees have faced in their role can improve your training approach for future employees. The more equipped your employees feel to do their job well, the higher the retention rate you will see within the organization. By adding this question to your exit interview template, you will become more prepared to support future employees. 

Some follow-up questions on this topic can include: 

– How did you find the onboarding process? 

– How could we better equip future employees for success? 

– Did you find the training materials/ resources to be sufficient? 

– What additional resources would have been helpful? 

3 Did you receive enough feedback to help you improve your performance?

By asking this question, you are identifying ways to improve your focus on development initiatives and how to better motivate your employees. Feedback can be constructive or it can be positive recognition – in both cases, it is crucial to employee development. 

4 How would you describe our team culture?

Understanding how your employees view your team culture will assist you in identifying trends. When you begin to keep track of exit interviews, trends about company culture will separate legitimate concerns from a personal opinion. 

Understanding your employees’ perspectives on your team culture can also strengthen your brand. It is important to solidify the attitudes, behaviours and values that your group shares. This way, you ensure that the team is collectively working towards a common goal. The company culture as a whole typically influences your team culture and so gaining these insights will be valuable to share with your counterparts throughout the organization. 

5 What’s something I could’ve done differently, as your manager?

It is important to be aware of your management style to have the ability and awareness to tailor your approach to each of your employees, ultimately identifying a method that is effective for both of you. Your employees’ feedback on your leadership style is an opportunity to grow in your position as well. The more receptive your employees are to your management approach, the more productivity and positive output you will see from your team. 

This question may also raise larger management issues that you may not be aware of and motivate you to tackle larger organizational concerns for the betterment of the company. 

6 Are there any other issues or feedback you’d like to address?

Asking this open-ended question is an invitation for your employee to discuss any other topics that they feel are important to them, which may not have been a part of your exit interview checklist. 

With the right approach to exit interviews, your organization can create advocates for the organization by treating your prior employees with respect and gratitude for their time and efforts. By doing so, you are fostering a positive reputation for both yourself and the company as a whole. Moreover, it is a great opportunity to gain insights on current employee satisfaction, to improve learning and development initiatives and to understand the competitive employment landscape in terms of what other companies in your industry are offering their employees. 

Get this free template

Template preview

About the author

Fellow is the meeting productivity and team management software where teams gather to build collaborative agendas, record decisions, and keep each other accountable.

  • Brittany Forsyth
    Former Chief Talent Officer, Shopify

    Fellow has been a game changer for us. I love how lightweight and easy it is to use. It intuitively builds into my day-to-day rhythm, and the natural flow of Shopify, making it so much simpler to have valuable conversations.”

  • John Gleeson
    VP of Customer Success, Motive

    “I've never seen an app spread so quickly. Within a few weeks, there were hundreds of people using Fellow to follow up on the action items that inevitably come out of every meeting. It's been a game-changer for our team.”

  • Sabrina Leblanc
    Director of Sales, SurveyMonkey

    “Fellow has increased my productivity and has resulted in more collaborative 1:1s & team meetings. My team loves capturing their own agenda items. Getting prompted to add talking points is super handy when jumping from one meeting to the next.”

  • Liam Martin
    Co-founder, Time Doctor

    “Fellow has completely changed the way we manage meetings at Time Doctor. With 100+ people in 32 different countries, Fellow was one of the tools that took our remote meetings from confusion to clarity.

Run delightful meetings with Fellow

See why leaders in 100+ countries are using it today.

Try for free Request a demo
Already using Fellow? Log in

Wait! Before you go!

You might also be interested in these templates