Checklists

Exit Interview Form: Free Template (PDF & Excel)

An exit interview form structures the conversation with a departing employee into specific questions — reason for leaving, workload, manager experience, and overall feedback — so the insight is captured consistently instead of depending on what the interviewer happens to remember to ask. Download the free PDF and Excel version below.

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What This Form Covers

  • Employee and role details, joining date, last working date
  • Primary reason for leaving
  • What they valued most about their experience
  • What the organization could improve
  • Workload and support experience
  • Manager and team experience
  • Whether they'd consider returning, or would recommend the organization to others
  • Open feedback field

Each question has a response field, a category field (for tagging and trend analysis later), and a notes field for the interviewer.

How to Use This Template

  1. Conduct the interview close to the last working date, when the employee's experience is still fresh and they're more likely to be candid
  2. Use the category field consistently (e.g. "compensation," "management," "growth") so patterns across multiple exits become visible over time, not just per-interview
  3. Keep responses confidential beyond what's needed for pattern analysis — employees are more candid when they trust the process
  4. Actually review the aggregated data periodically; an exit interview form that's filed and never revisited doesn't improve anything

Disclaimer: this is a general template, not legal advice. Review it against your company policy and applicable law before use.

Related: Relieving & Experience Letter Templates · Employee Onboarding Checklist

Frequently asked questions

Primary reason for leaving, what they valued, what could improve, workload and support, manager/team experience, likelihood of returning or recommending the company, and open feedback.

Usually HR rather than the departing employee's direct manager, since employees tend to be more candid with someone outside their immediate reporting line.

Strongly encouraged rather than forced — a reluctant employee filling out a mandatory form gives less useful feedback than one who agrees to a short, genuinely optional conversation.

Aggregated across multiple exits to spot patterns (a specific team, a specific manager, a specific policy coming up repeatedly) rather than acted on individually — one departing employee's opinion is a data point, not a mandate.

Generally yes, beyond what's needed for trend analysis. Employees are more honest when they know specific comments won't be traced back to them and shared with their former manager.

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