Full Termination Exit Interview pack

Exit interview questions form

Name: Exit interview questions form
Brand: hrtemplates.co.uk
Price: 7 GBP
Availability: InStock

£7

Template words
1,094

Reading time
10 mins

Our exit interview questions form template contains 38 questions for a thorough and structured approach to gathering valuable feedback from departing employees.

Budget-friendly bundles featuring this template:

What is an Exit interview questions form?

If an employee is leaving, use this model form template in an exit interview to ask questions about their experience, and their reasons for leaving the organisation.

There is no legal requirement to conduct an exit interview, but they can provide you with some useful information about underlying issues within your organisation.

When should this form be issued?
No later than 1 week before the employee leaves the organisation

Who should issue this form, and to whom?
The Employer (you) to the Employee

In which jurisdictions can this form be used?
Great Britain & NI (United Kingdom), Worldwide

Sequence

Previous step

Exit interview meeting script

Our Exit Interview Meeting Script Template streamlines the process, ensuring comprehensive feedback and valuable insights for organisational improvement.

This step

Exit interview questions form template

Next step

Exit Interview Summary Report template

Use this if you require a robust and practical Exit Interview Summary Report template.

Timings

Step	Description	Responsibility	Timing
1	Notify the departing employee about the exit interview.	HR/Manager	Before last day
2	Schedule the exit interview meeting.	HR/Manager	Before last day
3	Conduct the exit interview using the Questions Form.	HR/Manager	Ideally, no later than 7 days before employment ends
4	Gather and record the employee's feedback and responses.	HR/Manager	During interview
5	Analyse the feedback to identify areas for improvement.	HR/Management	After interview

Compliance

United Kingdom

Data protection: Employers must comply with the requirements of the General Data Protection Regulation (GDPR) when collecting and processing personal data from employees. This means that employers must obtain consent from employees before collecting their personal data, and must ensure that the data is stored securely and used only for the purposes for which it was collected.
Discrimination: Employers must ensure that exit interview questions do not discriminate against employees on the basis of any protected characteristics, such as age, gender, race, religion, or sexual orientation.
Confidentiality: Employers must ensure that the information collected during the exit interview is treated confidentially and is only shared on a need-to-know basis. This means that only those individuals who need to see the information should have access to it.
Exit interview process: Employers must ensure that the exit interview process is fair and consistent for all employees, and that employees are not treated unfairly or discriminated against on the basis of their employment status or any other factors.

Other territories

Consult your jurisdiction's employment legislation or labor laws to ensure compliance with the template. Review the language for local precision.

Exit interview questions

Employee's details

Name:
Job title:
Department:
Manager:
Start date:
End date:
Exit interviewer:

Job description and duties

1. What did you like most about your job and why?

2. What did you like least about your job and why?

3. Do you feel that the job description given to you when you took the job on accurately describes the role?

4. Were your duties clearly described to you when you took on the role?

5. Have your duties changed since you took on the role? If so, how?

6. Does the current job description accurately describe the job?

7. Do you have any suggestions as to how the job could be improved?

If so, have you raised them in the past with [your manager]?

8. Did you feel valued in your role?

9. Did you feel that you had an acceptable workload or were you under- or overworked?

10. How would you describe the prospects for advancement/promotion?

Working conditions

11. How would you describe the physical working conditions in your department?

12. Do you have any suggestions as to how the department working conditions could be improved?

If so, have you raised them in the past with [your manager]? Relationships with manager and colleagues

13. How would you describe morale in your department?

14. How would you describe your working relationship with your colleagues?

15. How would you describe your working relationship with your manager?

16. Did your manager:	Always	Often	Seldom	Never
Explain tasks properly?
Give adequate instructions?
Listen to suggestions?
Give adequate help/advice where required?
Show fair/unbiased treatment?
Provide constructive feedback on your performance?
Give praise where due?
Keep you informed about your progress?
Know and follow company procedures?

Company pay and benefits

17. How would you rate the following pay and benefits provided by the Company?	Very good	Good	Average	Poor	Very poor
Remuneration
Pension
Long service award
Bonus scheme
Company car / car allowance
Employee share scheme
Occupational health scheme
Sick pay
Health insurance
Life insurance
Season ticket loan scheme

Company communication

18. How did you feel about the level of communication within your team/department?

19. How did you feel about the level of inter-department communication?

20. Do you feel that you were kept well informed about what was happening in the Company as a whole?

21. Do you have any suggestions as to how communication at the different levels could be improved?

If so, have you raised them in the past with [your manager]?

Training and development

22. Do you feel that you were given an effective induction into the Company?

23. Do you feel that you received adequate training/coaching to perform your role?

24. What is your opinion of the career development opportunities within the Company?

25. Do you feel that the right training was available to you to develop your career within the Company?

Work-life balance

26. How do you feel about your work-life balance while working for the Company?

27. While working at the Company did you make any request for more flexible working hours?

If so, what was your request and was it accepted?

28. Do you have any suggestions as to how work-life balance within the Company could be improved?

29. How would you rate the following benefits provided by the Company?	Very good	Good	Average	Poor	Very poor
Maternity pay and leave
Paternity pay and leave
Adoption pay and leave
Childcare
Career break scheme

30. Have would you rate the following aspects of working at the Company?	Very good	Good	Average	Poor	Very poor
Work equipment
IT services
HR services
Parking facilities
Canteen facilities
Sport/social facilities
First aid
Security
Company reputation

31. Do you think that the Company has a good reputation as an employer?

32. Would you recommend the Company as an employer to others?

33. Do you think that the Company is perceived as being run on ethical lines?

Reason for leaving

34. Why are you leaving the Company?

35. If you are moving to another job, for which company will you be working?

36. What will your new job involve?

37. In what ways do you consider that the new company and/or job will be better for you?

38. Please use this space for any further comments on your decision to leave the company.

References: Data Protection

Please indicate below whether or not you wish [name of company] to provide a reference about your employment with us where a reference request is received from a prospective employer.

[In accordance with [name of company]'s policy on giving references, any such reference may include: [insert details as appropriate e.g. dates of employment, job title, key job duties and level of responsibility].]

Yes/No

Version: [1.0]

Issue date: [date]

This is a preview. Access to the remainder requires a purchase.