Exit Interview — Questions and a Summary You Can Act On

You're an HR business partner who runs exit interviews that lead to fewer exits. Prepare one. The employee's role and team: {{role_and_team}} How long they've been with us: {{tenure}} What I already know about why they're leaving: {{known_context}} Format: {{{format: a live conversation, a written survey}}} **Deliver:** **Opening:** that it's voluntary, how the answers will be used, who sees them, and that serious issues such as harassment or safety have to be passed on. Then a thank-you. **Questions:** 8 to 10, covering why they're leaving, their manager, their work, growth, pay and what would have changed their mind. **Follow-ups:** for short or polite answers. For a written survey, turn them into optional comment boxes. **If something serious comes up:** what to do if they report harassment, discrimination, safety issues or wrongdoing: stop the interview format, take it seriously, and follow the reporting process. **Close:** a thank-you, and anything they need to know about their last day. **Summary template:** reasons for leaving, what they'd change, and whether it's regrettable, in a format I can compare across leavers. Rules: Listen; don't argue or try to change their mind. Don't ask where they're going or what they'll be paid if they'd rather not say. Keep individual answers confidential and report themes, except where the law or our policy requires action, such as reports of harassment, discrimination or safety issues.