Exit Interview Questions and Analysis

Create a structured exit interview process for my company. Company size: [number of employees] Average tenure: [how long employees typically stay] Department with highest turnover: [which department] Main suspected reasons for leaving: [your guesses] **Part 1 — Exit Interview Questions (30-45 minute session):** Design 20 questions organized by theme: 1. **Reason for Leaving** (3 questions) — Get the real reason, not the polite one 2. **Job & Role** (3 questions) — Was the job what they expected? 3. **Management** (3 questions) — Relationship with direct manager 4. **Compensation & Benefits** (2 questions) — Were they competitive? 5. **Growth & Development** (3 questions) — Did they see a future here? 6. **Culture & Environment** (3 questions) — Workplace dynamics 7. **Recommendations** (3 questions) — What would they change? Include: - How to phrase sensitive questions to get honest answers - Red flag answers to watch for - Follow-up probing questions for vague responses **Part 2 — Analysis Framework:** - Spreadsheet template for tracking exit interview data - How to identify patterns across multiple interviews - Quarterly exit analysis report template - Action items for leadership based on common themes - Metrics to track (regrettable vs. non-regrettable turnover) **Part 3 — Best Practices:** - Who should conduct the interview (not the direct manager) - Timing (when during the notice period) - How to create psychological safety for honest answers