Retention & Exit
Exit Interview
An exit interview is a structured conversation with an employee who is leaving. Done well, it tells you what really drives people away: management, workload, pay, growth or something else. Here are the questions to ask, organised in the order that makes people comfortable to speak openly.
18 questions
When to use this template
- In the last two weeks before the employee's departure, once the resignation is confirmed and the handover is under way.
- For voluntary departures, when you want to understand the reasons and spot patterns across teams.
- Ideally led by someone other than the direct manager, so the employee can talk freely about management.
Questions to ask
Opening and reasons for leaving
- 01What made you start looking for a new opportunity?
- 02Was there a specific moment when you decided to leave?
- 03What does your new position offer that you did not have here?
- 04Could anything have changed your decision to leave?
Role and workload
- 05Did your role match what was described when you were hired?
- 06How would you describe your workload over the last six months?
- 07Did you have the tools and resources you needed to do your job well?
- 08Which parts of your job did you enjoy the most, and the least?
Management and team
- 09How would you describe your relationship with your manager?
- 10Did you receive regular and useful feedback on your work?
- 11How did you feel about the way your team worked together?
- 12Did you feel your contributions were recognised?
Growth and pay
- 13Did you see a clear path to grow here?
- 14Did you have access to the training you wanted?
- 15How did you feel about your pay and benefits compared with the market?
Closing
- 16What should we change first to keep people in your role?
- 17Would you recommend us as an employer to a friend? Why or why not?
- 18Would you consider coming back one day?
Tips for a useful conversation
- Explain at the start how the answers will be used and who will read them, so the employee knows what to expect.
- Ask open questions and let silences happen: the most useful answers often come after a pause.
- Ask for concrete examples when the employee mentions a problem, rather than general impressions.
- Thank the employee for their candour and do not argue with their answers, even when you disagree.
- Compile the answers across departures every quarter: one exit interview is an anecdote, ten show a trend.
Mistakes to avoid
- Holding the interview on the last day, when the employee has already moved on mentally.
- Having the direct manager lead it when management is one of the possible reasons for leaving.
- Trying to convince the employee to stay during the interview.
- Collecting answers that nobody reads or acts on.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.