01
Branch by reason
A dropdown for the primary reason routes to a section that follows it up properly. "Pay" and "manager" need very different second questions.
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Exit Interview Form
An exit interview is the most honest conversation you will have with an employee, and most organisations waste it by asking the wrong question. "Why are you leaving?" gets you the polite answer. "What would have kept you?" gets you the actionable one.
Not a stock template. Build it in a few minutes from a blank form, or describe it and let AI draft the questions on a paid plan.
A form works better than a meeting here, because the person is not managing your reaction while they answer. Send it after the last day, keep it short, and mean it.
When to use a exit interview form
- After an employee's final day, sent to a personal address
- End of a contractor or fixed-term engagement
- Internal transfers out of a team, where the reason still matters
- Alongside your regular pulse survey, to compare what leavers say with what stayers say
Example questions
What to put on the form.
A starting point, not a rulebook: every question below is a real Questionful question type, and all of them are editable once the form is in your account.
| Question | Question type |
|---|---|
| What is the main reason you decided to leave? The branching question | Dropdown |
| What would have kept you? The most valuable question on the form | Paragraph |
| Rate each of these Management, workload, growth, pay, tooling, culture | Rating grid |
| Did you raise this before deciding to leave? | Multiple choice |
| How was your relationship with your manager? | Linear scale |
| What should we tell the next person in this role? | Paragraph |
| Would you recommend working here to a friend? | Multiple choice |
| Would you consider coming back? | Multiple choice |
How Questionful helps
Building it, step by step.
02
Send it after the last day
While they are still employed, the answers are managed. A link to a personal email address a week later is where honesty lives.
03
Keep it short and anonymous-capable
Eight questions maximum. If you can run it without a name question, do, respondents never sign in, so an anonymous form genuinely is one.
04
Aggregate across leavers
Keep the rating grid identical for every exit and export to CSV. One exit interview is an anecdote; twenty is a pattern you can act on.
Tips
What makes the difference.
- Ask "what would have kept you?" before anything else on the form.
- Never let the departing person's direct manager see individual responses.
- Ask whether they raised it first, the answer usually indicts a process, not a person.
- Do not ask for feedback you have no intention of aggregating.
- Compare leaver ratings against your pulse survey; the gap is the thing worth investigating.
FAQ
Exit Interview Form questions.
What should an exit interview form ask?
The primary reason for leaving, what would have kept them, a consistent rating grid across the usual factors, whether they raised the issue before deciding, and whether they would return. Eight questions is plenty.
Should exit interviews be anonymous?
Anonymous forms get more honest answers, but you lose the ability to act on an individual case. A common compromise is anonymous by default with an optional "happy to be contacted" question at the end.
Can I compare answers across leavers?
Yes. Keep the closed questions identical and export to CSV. Response summaries also chart the closed-set questions per form.
When should I send it?
After the last day, to a personal email address. Sent while someone is still on payroll, the answers are diplomatic rather than useful.
Keep reading
The features behind it, and where to go next.
Feature
Online Survey Maker
Scales, grids and summaries, questions built to aggregate.
FeatureConditional Logic & Form Branching
Route each answer choice to its own section, so people only see what applies.
FeatureForm Question Types
19 types, including specialist ones most builders skip.
TemplateEmployee Feedback Form
Anonymous pulse checks, 1:1 prep, and exit interviews.
TemplateEmployee Onboarding Form
Collect everything a new starter needs to be set up on day one.
TemplateInterview Evaluation Form
A scorecard every interviewer fills in the same way, before they compare notes.
TemplateEmployee Satisfaction Survey
Measure how people feel about the work, the manager and the load, anonymously.
Use caseInternal Workflows
Turn recurring internal requests (time off, IT tickets, purchase approvals) into structured forms with a real audit trail.
Use caseHiring & Applications
Replace the CV inbox with a structured application form: same questions for everyone, CV attached, and every submission comparable.
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