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Many HR professionals and business leaders gloss over the exit interview, but it’s actually a golden opportunity that can be leveraged. By asking the right questions, you can gather feedback into the overall employee experience, giving you insights into how to make improvements in the future. 

An interview template can help to streamline the process for employers and employees. 

So, let’s dive in.

What is an exit interview?

Simply put, an exit interview is a meeting conducted when an employee is leaving the company, with the purpose of gathering feedback about their experience. This process benefits both the departing employee and the employer, offering honest insights into your company culture that current employees may be reluctant to share.

What can you learn from an exit interview? 

Exit interviews are a great learning opportunity. During this conversation, you can gain insight not only into the general employee experience but also into specific roles and any potential issues that need to be addressed.

For example, the role might differ significantly from how it was originally defined, or the feedback may highlight workplace issues that require immediate attention.

There will likely be both positive and negative feedback, but the goal is to end the interview on a constructive note—leaving the door open for future collaboration.

Why conduct exit interviews?

Exit interviews often yield the most honest and helpful feedback. They also serve as a final sign that you value the person and their thoughts. It’s a nice boost for the individual during offboarding that could send them off with an open mind to returning in the future.

From this feedback, you can work to implement new strategies and focus on key parts of the employee experience to help reduce turnover and keep happiness and engagement high.

But what exactly should you ask in an exit interview, so that everyone can get the most out of it?

We’ve rounded up the best questions, plus some helpful tips and tricks, in this free exit interview template.

How to conduct an effective exit interview

So what makes a successful exit interview?

To ensure your exit interviews effective, we have the following tips:

• Create a comfortable environment: This will ensure that an employee feels at ease sharing their thoughts and feelings about your company. Be sure to pick a private setting for the interview as this will reassure the employee of confidentiality.
• Prepare your questions in advance: Ask open-ended questions that encourage a detailed response.
• Take notes: Document all of the feedback you receive so you can review it regularly.
• Share insights: Share the insights with those in a leadership position and implement changes in the workplace where necessary.

Rather than viewing exit interviews as just another HR task, recognise the full potential of an exit interview and use it to drive meaningful change. Using a template ensures that every exit interview is consistent and fair and makes it easier to spot any patterns over time. 

What’s in the employee exit interview template?

This exit interview template can be used to help you manage an employee’s departure from your business. Here, you’ll find a range of different questions to ask that can help you gain a greater understanding of their reason for leaving.

This template will also help you gain insight into how you can improve the employee experience going forward.

How 91±¬ÁÏ can simplify offboarding

91±¬ÁÏ is the world’s first Employment Operating System that can streamline your HR processes, including offboarding and exit interviews. With 91±¬ÁÏ, you can automate offboarding tasks and customise our employee exit interview template, to yield valuable insights into employee satisfaction and retention.

Download the exit interview template today. 

Disclaimer: The information in this article is relevant as at 25 March 2025, and has been prepared by 91±¬ÁÏ Pty Ltd ABN (11 160 047 709) (91±¬ÁÏ). The views expressed herein are general information only and are provided in good faith to assist employers and their employees. The Information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up-to-date or fit for the purpose for which it is required. 91±¬ÁÏ does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising either directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article.