Comprehensive Guide to Exit Interview Forms and Analysis for Effective Employee Feedback and Organiz

Dear all,

I require exit interview forms and guidance on how to analyze them. Please help me out, as this is very urgent.

Thank you.

Hi,

You can create a form with the following details:

1) Asking the employee to tick on areas of concerns like/reasons for leaving
a) Better salary
b) Work environment
c) Relationship with peers/superiors

These are a few points; you can create an exhaustive list and ask the employee to tick on these. This will help you know what the areas of improvement are for the organization.

2) You can list the areas he/she enjoyed the most.

3) Things that disappointed the most.

4) Would he like to recommend somebody to this organization? (This is important as it will help you know what they think about the organization.)

5) Create one more list where you can ask employees to tick on areas which will encourage him to stay back like:
a) Better policies
b) Appraisal process
c) Empowerment, etc.

6) Is he interested in staying back or what will motivate him to stay back?

These are some points that will help you to create the exit form. Most importantly, take an exit interview before he is relieved. As HR professionals, we should try to speak to the person and retain him, not just ask him to fill the form, as while interacting, we get more information.

Hi Akrati,

Would like to thank Kavigopal for the valuable inputs !

Am sure you must have downloaded formats for the exit interview which is available on this forum.

More than just the form filling exercise; HR needs to get to the bottom line of the issues involved. Please remember – most people would give very good rating about the would be ex organization as “they don't want to burn the bridges” or don't want to write the realities of the organization esp in writing.


While i would like to mention some useful tips as herein :

1. Please conduct this exercise on his/her the last day when you have shown the F & F settlement to the would be ex-employee and assure that he/she would get the same once he/she completes the exit interview process.

2. Also, use this opportunity to build the atmosphere of trust and faith that her/his comments would not be used in retributive manner and the whole exercise is geared up to improve the working conditions of the company. One good way is to have the meeting outside the office location so that the would be ex-employee feels less “pressured”.

3. Also, use the time to probe the points as mentioned in the exit interview format by the would be ex-employee.

4. At the end of the meeting; prepare the summary of the discussions and also proposed action points to be reviewed which should be sent to the Top Management for comments and review. This is the most crucial action point and it is here , the HR gets to play the role of being HR partner to the Business of the Organization !

Best Wishes,

Rajat Joshi