Collect resignation reasons, satisfaction scores across work content, relationships, and company direction, plus improvement suggestions and what to keep — all in a 9-question anonymous survey. Surfaces candid feedback that face-to-face exit interviews rarely capture, and feeds directly into retention analysis, hiring decisions, and engagement program prioritization.
The hardest part of exit surveys is getting honest answers. In face-to-face exit interviews, departing employees who want to leave on good terms tend to give surface-level reasons — "career growth," "family circumstances" — while the real drivers (manager issues, pay, opaque evaluation processes) stay hidden. This template is designed to be delivered anonymously, three to seven days before the last day, creating enough psychological distance from the face-to-face setting to surface structural problems that would otherwise go unrecorded.
The optimal window is three to seven days before the final day, after the resignation has been confirmed.
State clearly in the delivery email that responses will not be linked to any individual. Because email address is optional in this form, restating "responses are aggregated anonymously" in the Q9 question text further reduces hesitation and increases response rate.
Q1 (resignation reasons, multi-select) shows more meaningful patterns when aggregated over three to six months rather than read month by month.
Reading Q2 (free text) alongside Q1 reveals background context the checklist cannot capture.
Compare average scores for Q3–Q6 (work satisfaction, manager relationship, peer relationship, company direction alignment) against scores from your quarterly engagement survey for active employees.
Exit survey scores can serve as a useful benchmark for interpreting your engagement survey results.
Q9 (likelihood of returning) is the foundation for an alumni hiring program.
Alumni hires typically have 30–50% higher first-year retention than external hires. This survey turns a farewell form into a future recruiting asset. Make sure contact information sharing is clearly optional.
Once you have ten or more departing-employee responses, run AI report analysis on Q2 (resignation reason free text) and Q7 (improvement suggestions).
Exporting a quarterly PDF report to present at leadership and HR meetings creates a sustainable attrition review cycle.
One-click to copy it into your account. Add or rewrite questions in chat with AI.