Exit Survey
Helps gently capture the reasons for leaving and understand which aspects of the work experience are important to improve for future employees.
- Sections
- 3
- Questions
- 12
- Who to ask
- An employee who is leaving the company
answers hidden · summary from 5 responses
When to run it
An employee has handed in their resignation. You want to gather honest and respectful feedback to understand the true reasons for leaving and find out what could have been done differently. This template will help you preserve good relationships and get data to reduce future turnover.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- The decision to leave
- What was decisive in leaving: the main factor, accumulation of causes, external pull, and an acute trigger.
- Work experience
- Which elements of the work experience retained the employee or made leaving more likely.
- Connection after leaving
- Whether trust, recommendation, and the conditions for an alumni or boomerang connection are preserved.
What the questions look like
Below are real questions from this survey, one from each section.
-
In my decision to leave, the decisive factors were related to my experience working at the company.
- What it checks
- Understand whether the employee attributes the main reason for leaving to internal, company-manageable factors or to external and personal circumstances.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What was the main factor in your decision, if it was not related to your experience working at the company?
-
The pace of work, volume of tasks, and available resources allowed me to work sustainably without constant overload.
- What it checks
- Understand whether the employee perceived the conditions and workload as workable and motivating to stay, or as a manageable factor that reduced sustainability and made departure more likely.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What exactly in the pace, volume of tasks, or resources created constant overload?
-
My departure process from the company is proceeding respectfully, clearly, and correctly.
- What it checks
- Understand whether offboarding leaves the employee with a normal end to the working relationship: clear steps, respectful communication, proper handover, and no pressure or neglect.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What in the departure process seems particularly incorrect, disrespectful, or unclear to you?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will group the responses of departing employees: what was the main reason for leaving, how they rate their overall work experience at the company, and how willing they are to recommend you or stay in touch. You will see the systemic issues that cause people to leave.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
Launch “Exit Survey” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.