An exit interview can be a great source of feedback for managers and leaders. A well-structured exit interview should offer a safe and comfortable space for the departing employee to deliver honest feedback that will help you improve the experience for current and future team members.

Here are some questions to consider for these chats:

1. Work experience reflection

1. What was your gave you the greatest sense of accomplishment in your time here?
2. What was the biggest learning experience you had?
3. What was the toughest challenge you faced?

2. Working style

1. Did the company create an environment that made you feel productive?
2. Was there anything you'd like to call out about the work style?
3. Did the work you did allow you to tap into your most creative side?

3. Professional development questions

1. Did you have a chance to achieve the goals you envisioned for yourself when you started?
2. What was the most valuable learning for you?
3. Do you feel like the company is investing enough into the professional development of its team members?

4. Manager's feedback

1. Did your manager give you enough feedback and direction?
2. Is there anything your manager should do differently in the future?
3. What is the one skill your manager should practice more?

5. Company feedback

1. How comfortable did you feel with the leadership and communication style in the company?
2. What was not great about working here, and how can we change that?
3. Would you recommend this as a good place to work for your friends?

6. Closing questions

1. Is there something you'd like to talk about that we did not cover?
2. How can we help you in your future?
3. Would you like to keep in touch with the company in its alumni network?

While exit interviews mark the end of one chapter of a departing employee's journey with your company, the conversation can be the beginning of a company's relationship with that person as an alumnus.

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For more on how to offboard employees effectively, check out our Offboarding Checklist.