Exit Interview Template
A structured exit interview template with questions covering job satisfaction, management, culture, reasons for leaving, and suggestions — designed to surface actionable retention insights.
Exit Interview
Employee: [Employee Name]
Date: [Interview Date]
Department: [Department]
Tenure: [Time at company]
Reason for Leaving
Primary reason: [Career growth / Compensation / Management / Culture / Personal / Other]
What would have changed your decision to leave?
[Open-ended response]
Job & Management
How satisfied were you with your role and responsibilities? [1-5]
Did you feel supported by your direct manager? [1-5]
Were you given opportunities for growth and development? [1-5]
Culture & Environment
How would you describe the company culture?
[Open-ended response]
Would you recommend this company to a friend? [Yes / No / Maybe]
Suggestions for Improvement
What one thing would you change about this company?
[Open-ended response]
Any additional comments?
[Open-ended response]
How to Use This Template
Schedule the interview
Conduct the exit interview in the employee's last week, after their resignation is finalized. Have HR or a neutral party lead the conversation.
Create a safe space
Assure the employee their feedback is confidential and will be used to improve the workplace. Be genuine — people can tell when it is performative.
Listen more than you talk
Use the questions as a guide, not a script. Follow up on interesting responses. The most valuable insights come from follow-up questions.
Act on the patterns
One exit interview is anecdotal. Review trends across multiple departures quarterly. Share anonymized findings with leadership and follow through on improvements.
Customize in Dewx
Inside Dewx, tell Dew: "Schedule an exit interview for [employee name]." Dew sends the interview invitation, prepares role-specific questions, captures responses, and aggregates feedback trends across all departures in the OPS Hub.
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Frequently Asked Questions
What questions should an exit interview include?
An effective exit interview covers the primary reason for leaving, job satisfaction, relationship with management, team dynamics, compensation and benefits feedback, suggestions for improvement, and whether they would return. This template groups questions into themes for a natural conversation flow.
Who should conduct the exit interview?
HR or a neutral third party should conduct exit interviews, not the departing employee's direct manager. Employees are more honest when speaking with someone they do not have a reporting relationship with. Schedule it during the last week of employment, after resignation is finalized.
How do I use exit interview data effectively?
Aggregate data across multiple exit interviews to identify patterns. If three people in six months cite poor management in the same department, that is a signal. Share anonymized trends with leadership quarterly. Individual exit interviews are anecdotal; the aggregate tells the story.
How does Dewx help with exit interviews?
Dewx automates exit interview scheduling, provides structured question templates, captures responses digitally, and aggregates data across departures. Dew identifies patterns in exit feedback and generates reports showing retention risk factors for leadership review.
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Dew conducts structured exit interviews, captures feedback, and surfaces retention patterns — so you fix problems before more people leave.
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Dewx structures exit interviews, captures honest feedback, and identifies the patterns driving turnover. Every departure becomes an opportunity to improve retention.