Exit interview survey: leavers tell you what stayers will not
A short, confidential survey for departing staff covering why they are really leaving, how they experienced their manager, whether the workload was sustainable and whether they would come back.
- Questions
- 15
- Reviewer time
- About 5 mins
- Typical cadence
- Every leaver, in their final two weeks
What this assessment is for
A face-to-face exit interview with the manager someone is leaving because of will never get an honest answer. Sending the same survey to every leaver, and reading the results across a group of leavers, gives you patterns across months instead of one polite conversation.
A short survey for departing staff covering why they are leaving, how they experienced management, workload, growth and whether they would recommend you. Invite leavers into one ongoing survey so answers are pooled - a survey with a single leaver shows that person's answers.
Who does what
Why people leave - the organisation, not the leaver.
Leavers answer anonymously. Results are pooled across leavers.
Sending to every leaver so patterns show up over time.
Reviewers: The leaver only - pooled once several leavers are in the same survey.
What it measures
15 statements across 5 themes, each rated on a 1 to 5 scale.
Reasons for leaving
What actually tipped the decision.
Management
How they experienced their manager.
Workload & wellbeing
Whether the job was sustainable.
Growth & recognition
Whether they could develop and feel valued here.
The relationship that remains
Would they return, recommend or speak well of us.
- The day-to-day work was a good match for what I wanted.
- I am leaving mainly because of the organisation, not because of an outside opportunity.
- There is something the organisation could realistically have done to keep me.
- My manager gave me the support I needed.
- I was treated fairly by management.
- I got honest, useful feedback about how I was doing.
A sample of the 15 statements included.
Inside your report
What you get when the responses are in
- Scores across reasons for leaving, management, workload and wellbeing, growth and recognition, and the relationship that remains
- Scored by theme - pooled once several leavers are in the same survey
- Whether they would return or recommend you
- Patterns across leavers over time, not a one-off conversation
When to run it
- Every leaver, in their final two weeks
- Understanding turnover in a specific team or site
- Separating fixable problems from market forces
- Building a retention evidence base for the board
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £10
- Typical cost avoided
- £5,000+
- Break-even
- One prevented resignation pays for 660 exit surveys.
Including VAT, per assessment.
Cost of replacing an experienced employee
- Replacing a skilled employee costs 16% to 20% of their annual salary (CIPD).
- Face-to-face exit conversations rarely get the honest answer about management or workload.
- Patterns across several exits show you the systemic cause before it takes the next person.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £10 including VAT, or use 2 credits if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Who completes the exit survey?
The leaver only. Be honest with them about privacy: you invite them by name, so if they are the only leaver in a survey, the results are their answers. To keep it anonymous, add leavers to one ongoing survey (for example a quarterly leavers survey) and wait until three or more have responded before reading it.
When should we send it?
In their final two weeks, while the experience is fresh and before their work email stops working. Responses come through a magic link, so no account is needed.
Does it replace a face-to-face exit interview?
It replaces the part that never works - the honest answer about management and workload. Keep the conversation for handover and goodwill.
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Hybrid team check
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Change readiness
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Commercial 180
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Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£10 including VAT, or through your organisation's credit wallet.
Buying for yourself? Pay directly at checkout with VAT included. Running this for your team? Organisation credits let you edit the questions, assign colleagues and view team analytics - credits are £5 each plus VAT, with no second tax when you spend them.