Create intermediate Works with: Any AI

Exit Interview Question Set and Analysis

Table output Has example

Learn why people leave.

The Open buttons send the prompt text as currently shown below to that site only when you click. Fill in the placeholders first.

[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.

Create an exit interview process. Roles and reasons we suspect: [ROLES_AND_REASONS]. Past exit data (if any): [PAST_EXIT_DATA]. Interviewer (HR, manager, third party): [INTERVIEWER].

Produce: a script with an opening that explains confidentiality and voluntary participation; 12 questions (why did you decide to leave? what would have made you stay? how was your manager's support? clarity of role? growth? pay and benefits? workload? culture? any concerns we should know about? what did we do well?); a rating section; a note template; and a closing.

If past data is provided, categorize reasons, count them, and compute shares, flagging patterns by team or tenure with the caution that small numbers are unreliable. Provide an action tracker (finding, owner, action, date) and a rule to handle any disclosure of harassment or illegal conduct: stop, thank them, and escalate to HR per policy [VERIFY]. Add a 90-day follow-up survey idea for alumni.

Provide the categorization scheme for reasons for leaving, the arithmetic for turnover rate (leavers divided by average headcount), and a quarterly report layout with the top three themes and the actions taken.

This is a draft for discussion and must not be taken as legal or HR advice. Ask an HR professional or employment lawyer with knowledge of [JURISDICTION] to verify legal, contractual and policy points before use.

Fill in before use

Optional: type your details and the prompt above updates. Nothing is saved or sent.

Replace each bracketed placeholder with your own details, then paste into Any AI or another assistant.

Opening: "This conversation is voluntary. Your answers will be summarized without your name, apart from anything we are required to act on."
Questions: Why did you decide to leave? What would have made you stay? How was your manager's support? What did we do well?
Past data, 20 exits: pay 6 (30%); manager 5 (25%); growth 5 (25%); workload 3 (15%); other 1 (5%). Check: 6+5+5+3+1 = 20.
Turnover rate = 20 leavers / average headcount 160 = 12.5 percent.
Pattern: manager and growth together are 50 percent; in the sales team they are 7 of 9. Small numbers, so treat as signals.
Actions: manager training pilot, internal moves list. If an exit discloses harassment: stop, thank them, escalate per policy [VERIFY].

• exit-interview