Exit Survey
Collect honest feedback on every departure, from role satisfaction to team dynamics, so your organization understands why people are leaving before it becomes a pattern.
In-person exit interviews often produce diplomatic answers, since most employees won't criticize a manager they may encounter again. Unstructured exit conversations produce different data points for every departure, making it impossible to identify patterns across time or departments. Typeform's employee exit survey gives HR teams a consistent, confidential way to collect honest feedback from every departing employee.
The form covers reason for leaving, satisfaction ratings across four dimensions, likelihood to return, and an open field for context. One question at a time makes the process feel like a private conversation, rather than a formal evaluation. Conditional logic adjusts follow-up questions based on an employee's reason for leaving, keeping the survey relevant to each situation. A compensation-related departure sees different follow-up questions than a culture or management issue, so every respondent answers questions that actually apply to them.
Customize the satisfaction dimensions, departure reasons, and final open-text prompts to match your organization's values and HR framework. Send it via email once a departure is confirmed, or share it through your offboarding checklist. Responses feed into Google Sheets via Zapier organized by department, tenure, and departure reason, so HR tracks patterns across time. Patterns that show up across multiple departures give HR the data to act before another employee walks out.
An exit survey collects structured feedback from departing employees about their role, management experience, compensation, and primary reason for leaving. It covers satisfaction by dimension, reason for leaving, and likelihood to return or recommend the organization as an employer. HR teams that collect this consistently build a departure database that shows exactly what's driving turnover over time.
Most organizations treat employee departures as individual events rather than data points that collectively explain a trend. Without a structured exit survey, the real reasons for turnover stay buried in informal conversations and never get recorded. An exit survey captures those reasons in a consistent format, so HR can connect individual departures to organization-wide patterns.
Screen for the full picture of the employee's departure experience:
- Primary reason for leaving (compensation, career growth, management, culture, personal circumstances, or a new opportunity)
- Satisfaction ratings across role clarity, management quality, team dynamics, and compensation
- Whether the employee felt supported in their professional development
- Likelihood to return to the organization in the future
- Likelihood to recommend the organization as an employer
Make name and employee ID fields optional and state at the start that their responses won't reach direct managers. Employees who trust that their responses are confidential are more likely to name specific management behaviors or cultural problems they'd never raise in person. Anonymous exit data gives HR the specificity needed to identify systemic issues, rather than individual grievances.
Export to Google Sheets via Zapier, segment by department and departure reason, and find patterns that individual resignations don't reveal. When three people leave the same team citing the same reason, that's a management pattern worth addressing. Quarterly exit summaries give HR the context to address what's driving turnover before it compounds.
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