Exit Interview Forms That Reveal Why People Leave

People don't quit jobs - they quit managers, cultures, and situations. Exit interviews are your last chance to understand what drove someone away. Done right, they reveal patterns you can fix before losing more talent. Done wrong, they're a formality that tells you nothing useful.

The challenge: departing employees often hold back. They don't want to burn bridges, they've already checked out mentally, or they don't believe feedback will matter. A good exit form addresses these barriers head-on.

This guide shows how to build exit interview forms that get honest, actionable feedback - the kind that actually helps reduce turnover. For hands-on practice with rating scales and matrix questions, try the rating scale and matrix question tutorials.

Anonymous vs Identified: Let Them Choose

Some people will only be honest if anonymous. Others want their concerns tied to their name so someone takes action. Give them the choice.

const form = builder.form;

// Initial choice about anonymity
const privacySection = form.addSubform('privacy', {
    title: 'Your Feedback Matters'
});

privacySection.addRow(row => {
    row.addTextPanel('intro', {
        label: 'Your honest feedback helps us improve the workplace for everyone. You can choose to remain anonymous or share your identity for follow-up.'
    });
});

privacySection.addRow(row => {
    row.addRadioButton('anonymous', {
        label: 'How would you like to submit this feedback?',
        options: [
            { id: 'anonymous', name: 'Anonymous - No identifying information recorded' },
            { id: 'confidential', name: 'Confidential - HR sees my name, but it won\'t be shared with my manager' },
            { id: 'open', name: 'Open - You may share my feedback and identity' }
        ],
        defaultValue: 'anonymous'
    });
});

// Show name fields only if not anonymous
privacySection.addRow(row => {
    row.addTextbox('name', {
        label: 'Your Name',
        isVisible: () => privacySection.radioButton('anonymous')?.value() !== 'anonymous',
        isRequired: () => privacySection.radioButton('anonymous')?.value() !== 'anonymous'
    });
});

privacySection.addRow(row => {
    row.addTextbox('department', {
        label: 'Department',
        isVisible: () => privacySection.radioButton('anonymous')?.value() !== 'anonymous'
    });
    row.addTextbox('manager', {
        label: 'Manager',
        isVisible: () => privacySection.radioButton('anonymous')?.value() === 'open'
    });
});

Three levels work well:

• Anonymous: No name, department, or manager recorded. Brutally honest feedback, but no follow-up possible.
• Confidential: HR knows who submitted, but won't share with the manager. Useful for manager-specific issues.
• Open: Full transparency. Good for employees leaving on great terms who want to advocate for specific changes.

Primary Reason for Leaving

Start with a structured question about the main reason. This makes aggregation easy - you can track whether compensation, management, or growth issues dominate your turnover.

const reasonSection = form.addSubform('reason', {
    title: 'Reason for Leaving'
});

reasonSection.addRow(row => {
    row.addDropdown('primaryReason', {
        label: 'What is the primary reason you\'re leaving?',
        options: [
            { id: 'new-opportunity', name: 'Better opportunity elsewhere' },
            { id: 'compensation', name: 'Compensation/Benefits' },
            { id: 'career-growth', name: 'Limited career growth' },
            { id: 'management', name: 'Issues with management' },
            { id: 'culture', name: 'Company culture' },
            { id: 'work-life', name: 'Work-life balance' },
            { id: 'relocation', name: 'Personal/Relocation' },
            { id: 'job-fit', name: 'Role wasn\'t a good fit' },
            { id: 'other', name: 'Other' }
        ],
        isRequired: true
    });
});

// Follow-up based on reason
reasonSection.addRow(row => {
    row.addTextarea('compensationDetails', {
        label: 'What specifically about compensation drove your decision?',
        placeholder: 'Salary, benefits, equity, bonuses...',
        rows: 3,
        isVisible: () => reasonSection.dropdown('primaryReason')?.value() === 'compensation'
    });
});

reasonSection.addRow(row => {
    row.addTextarea('managementDetails', {
        label: 'Can you share more about the management issues?',
        placeholder: 'Communication, support, feedback, leadership style...',
        rows: 3,
        isVisible: () => reasonSection.dropdown('primaryReason')?.value() === 'management'
    });
});

reasonSection.addRow(row => {
    row.addTextarea('careerDetails', {
        label: 'What career growth opportunities were you looking for?',
        placeholder: 'Promotions, skill development, new responsibilities...',
        rows: 3,
        isVisible: () => reasonSection.dropdown('primaryReason')?.value() === 'career-growth'
    });
});

reasonSection.addRow(row => {
    row.addTextarea('otherReason', {
        label: 'Please explain',
        rows: 3,
        isVisible: () => reasonSection.dropdown('primaryReason')?.value() === 'other',
        isRequired: () => reasonSection.dropdown('primaryReason')?.value() === 'other'
    });
});

The conditional follow-ups dig deeper into specific issues. Someone leaving for "compensation" might cite salary, benefits, or equity - each requires different solutions. Generic "compensation" data isn't actionable; specific details are.

Rating Scales for Structured Feedback

Quantitative ratings enable trend analysis across multiple departures. Use matrix questions to efficiently rate multiple dimensions.

const experienceSection = form.addSubform('experience', {
    title: 'Your Experience'
});

experienceSection.addRow(row => {
    row.addRatingScale('overallSatisfaction', {
        label: 'Overall, how satisfied were you working here?',
        preset: 'satisfaction',
        alignment: 'center'
    });
});

experienceSection.addRow(row => {
    row.addRatingScale('recommendEmployer', {
        label: 'How likely are you to recommend this company as an employer?',
        preset: 'nps',
        showSegmentColors: true,
        alignment: 'center'
    });
});

// Matrix for detailed ratings
experienceSection.addRow(row => {
    row.addMatrixQuestion('satisfactionAreas', {
        label: 'Rate your satisfaction with each area:',
        rows: [
            { id: 'compensation', label: 'Compensation & Benefits' },
            { id: 'workload', label: 'Workload & Work-Life Balance' },
            { id: 'growth', label: 'Career Development Opportunities' },
            { id: 'management', label: 'Direct Manager/Supervisor' },
            { id: 'leadership', label: 'Senior Leadership' },
            { id: 'culture', label: 'Company Culture' },
            { id: 'tools', label: 'Tools & Resources' },
            { id: 'communication', label: 'Communication & Transparency' }
        ],
        columns: [
            { id: '1', label: 'Very Dissatisfied' },
            { id: '2', label: 'Dissatisfied' },
            { id: '3', label: 'Neutral' },
            { id: '4', label: 'Satisfied' },
            { id: '5', label: 'Very Satisfied' }
        ],
        selectionMode: 'single'
    });
});

The NPS-style "recommend as employer" question is powerful for benchmarking. Track your employer NPS over time - improving scores suggest your retention efforts are working.

Matrix questions keep the form compact while covering many areas. Eight dimensions in eight clicks rather than eight separate questions.

Improvement Suggestions

Ratings tell you where problems are; open questions tell you what to do. Ask specifically about changes they'd make and what to preserve.

const improvementSection = form.addSubform('improvement', {
    title: 'Suggestions for Improvement'
});

improvementSection.addRow(row => {
    row.addTextarea('whatWouldChange', {
        label: 'If you could change one thing about the company, what would it be?',
        placeholder: 'Be specific - this helps us take action',
        rows: 4
    });
});

improvementSection.addRow(row => {
    row.addTextarea('whatWouldKeep', {
        label: 'What did we do well that we should keep doing?',
        placeholder: 'What made your time here positive?',
        rows: 4
    });
});

improvementSection.addRow(row => {
    row.addTextarea('adviceForLeadership', {
        label: 'What advice would you give to leadership?',
        placeholder: 'What should they know or do differently?',
        rows: 4
    });
});

// Specific improvement areas based on their low ratings
const lowRatedAreas = form.computedValue(() => {
    const matrix = experienceSection.matrixQuestion('satisfactionAreas')?.value();
    if (!matrix) return [];

    const lowAreas: string[] = [];
    const areaLabels: Record<string, string> = {
        'compensation': 'Compensation & Benefits',
        'workload': 'Workload & Work-Life Balance',
        'growth': 'Career Development',
        'management': 'Management',
        'leadership': 'Leadership',
        'culture': 'Culture',
        'tools': 'Tools & Resources',
        'communication': 'Communication'
    };

    for (const [area, rating] of Object.entries(matrix)) {
        if (rating === '1' || rating === '2') {
            lowAreas.push(areaLabels[area] ?? area);
        }
    }
    return lowAreas;
});

improvementSection.addRow(row => {
    row.addTextarea('lowRatingDetails', {
        label: () => `You rated the following areas low: ${lowRatedAreas().join(', ')}. Can you elaborate on specific issues?`,
        placeholder: 'Help us understand what went wrong in these areas...',
        rows: 4,
        isVisible: () => lowRatedAreas().length > 0
    });
});

The computed low-rating follow-up is particularly valuable. If someone rates management and culture as 2/5, asking specifically about those areas yields more focused feedback than a generic "any concerns?" question.

Manager-Specific Feedback

Manager issues are a leading cause of turnover but awkward to discuss. Create a dedicated section with explicit confidentiality notes.

const managerSection = form.addSubform('manager', {
    title: 'Manager Feedback',
    isVisible: () => privacySection.radioButton('anonymous')?.value() !== 'anonymous'
});

managerSection.addRow(row => {
    row.addTextPanel('managerNote', {
        label: 'This section provides feedback about your direct manager. It will only be shared with HR for aggregate analysis, not directly with your manager.',
        customStyles: {
            'font-size': '0.9em',
            'font-style': 'italic'
        }
    });
});

managerSection.addRow(row => {
    row.addRatingScale('managerSupport', {
        label: 'My manager provided adequate support and guidance',
        preset: 'likert-5',
        alignment: 'center'
    });
});

managerSection.addRow(row => {
    row.addRatingScale('managerFeedback', {
        label: 'My manager gave regular, constructive feedback',
        preset: 'likert-5',
        alignment: 'center'
    });
});

managerSection.addRow(row => {
    row.addRatingScale('managerGrowth', {
        label: 'My manager supported my career development',
        preset: 'likert-5',
        alignment: 'center'
    });
});

managerSection.addRow(row => {
    row.addTextarea('managerComments', {
        label: 'Additional comments about your manager (optional)',
        placeholder: 'What did they do well? What could they improve?',
        rows: 3
    });
});

The confidentiality reminder matters. Employees fear their feedback will get back to the manager and damage the relationship - even though they're leaving, they may need references. Explicit privacy promises increase honest feedback.

Future Relationship Questions

"Boomerang" employees who return after gaining outside experience can be valuable. Understanding who might come back - and what it would take - helps with alumni relations.

const futureSection = form.addSubform('future', {
    title: 'Looking Forward'
});

futureSection.addRow(row => {
    row.addRadioButton('wouldReturn', {
        label: 'Would you consider returning to this company in the future?',
        options: [
            { id: 'yes', name: 'Yes, definitely' },
            { id: 'maybe', name: 'Maybe, depending on circumstances' },
            { id: 'no', name: 'No' }
        ]
    });
});

futureSection.addRow(row => {
    row.addTextarea('returnConditions', {
        label: 'What would need to change for you to consider returning?',
        rows: 3,
        isVisible: () => {
            const answer = futureSection.radioButton('wouldReturn')?.value();
            return answer === 'maybe' || answer === 'no';
        }
    });
});

futureSection.addRow(row => {
    row.addRadioButton('referOthers', {
        label: 'Would you refer friends or colleagues to work here?',
        options: [
            { id: 'yes', name: 'Yes' },
            { id: 'depends', name: 'Depends on the role/team' },
            { id: 'no', name: 'No' }
        ]
    });
});

futureSection.addRow(row => {
    row.addTextarea('referralConcerns', {
        label: 'What concerns would you share with someone considering working here?',
        rows: 3,
        isVisible: () => {
            const answer = futureSection.radioButton('referOthers')?.value();
            return answer === 'depends' || answer === 'no';
        }
    });
});

The referral question is particularly telling. Someone who wouldn't recommend working here has fundamental concerns worth understanding. The conditional follow-up surfaces what they'd warn others about.

Final Thoughts and Follow-Up

Leave space for anything the structured questions missed. Some of the most valuable insights come from open-ended final thoughts.

const finalSection = form.addSubform('final', {
    title: 'Final Thoughts'
});

finalSection.addRow(row => {
    row.addTextarea('anythingElse', {
        label: 'Is there anything else you\'d like us to know?',
        placeholder: 'Any feedback not covered above...',
        rows: 4
    });
});

finalSection.addRow(row => {
    row.addCheckbox('followUp', {
        label: 'I\'m willing to be contacted for a follow-up conversation',
        isVisible: () => privacySection.radioButton('anonymous')?.value() !== 'anonymous'
    });
});

finalSection.addRow(row => {
    row.addEmail('followUpEmail', {
        label: 'Best email to reach you after you leave',
        isVisible: () =>
            privacySection.radioButton('anonymous')?.value() !== 'anonymous' &&
            finalSection.checkbox('followUp')?.value() === true
    });
});

form.configureSubmitButton({
    label: 'Submit Feedback'
});

form.configureCompletionScreen({
    type: 'text',
    title: 'Thank You',
    message: 'Your feedback is valuable and will help us improve. We wish you all the best in your next chapter.'
});

The follow-up opt-in allows for deeper conversations later. Some departing employees are willing to elaborate once they've had time to decompress in their new role.

Making Feedback Actionable

Collecting exit data is pointless without action. Structure your process:

Aggregate and Analyze

One person's feedback is an anecdote. Ten people citing the same issue is a pattern. Review exit data quarterly to identify trends:

• Which departure reasons are growing?
• Which teams have highest turnover?
• Which satisfaction areas consistently score low?
• What improvement suggestions recur?

Share Appropriately

Anonymous and confidential feedback should be aggregated before sharing. "Three departing employees in Q4 cited limited growth opportunities" is shareable; "John Smith said his manager never gave him projects" isn't.

Close the Loop

When you make changes based on exit feedback, communicate it - even if you can't name the source. "Based on employee feedback, we're improving our promotion process" shows that feedback matters.

Timing Considerations

When should departing employees complete the exit form?

During Notice Period

Pros: Fresh perspective, still connected to issues
Cons: May hold back while still employed

Last Day

Pros: Nothing left to lose, more candid
Cons: Rushed, mentally checked out

Post-Departure (1-2 weeks later)

Pros: Time to reflect, full honesty
Cons: Lower response rates, memories fade

Consider offering both: a quick form on the last day plus an optional follow-up survey two weeks later for those willing to elaborate.

What Not to Ask

Some questions undermine the process:

• "Where are you going?" - Irrelevant to improvement and can feel invasive
• "How much are they paying you?" - None of your business unless volunteered
• Leading questions: "Don't you think our benefits are competitive?" - Biased framing
• Too many questions: Keep it under 15 minutes or completion drops