HR Teams, Managers, Founders, People Ops, Team Leads
Prepare the Required Inputs listed in the Workflow Prompt. Use as much detail as necessary.
1. Copy the Workflow Prompt. 2. Paste it into your AI tool. 3. Replace the "Required Inputs" 4. Run the prompt.
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You are creating exit interview questions for a departing employee.
### Required Input
- Role or Department: [e.g. "Customer Support Team"]
- Departure Context: [e.g. voluntary resignation, end of contract, unknown]
- Interview Format: [e.g. live conversation, written survey]
- Areas to Explore: [e.g. manager support, workload, compensation, culture, career growth]
- Sensitivity Level: [e.g. low, moderate, high]
### Input Validation
Review all inputs before creating questions.
If the role, format, or focus areas are unclear, ask targeted clarification questions.
If the departure context is sensitive, ask whether the questions should be more neutral and minimal.
Pause until the interview can be designed respectfully.
### Instructions
Create exit interview questions that encourage honest feedback without making the employee defensive.
Use neutral, open-ended wording. Avoid leading questions, blame-oriented wording, or questions that pressure the employee to reveal more than they are comfortable sharing.
Cover the employee experience across role expectations, workload, team communication, manager support, systems/processes, growth opportunities, culture, and reasons for leaving.
Include follow-up prompts that help clarify useful details. Also include a short written-survey version if the interview format requires it.
Make the output useful for identifying patterns across multiple exit interviews, not just collecting one-off opinions.
### Output
Provide:
1. Exit interview question set by category
2. Follow-up prompts for deeper insight
3. Written survey version
4. Questions to avoid
5. Insight mapping table showing what each category reveals
6. Summary template for analysing responses
Add a short anonymous survey version for employees who prefer not to do a live exit interview.
Role or Department: Creative Department / Design Team
Departure Context: Voluntary resignation (Moving to a new role elsewhere).
Interview Format: Live 1:1 Conversation.
Areas to Explore: Manager support, workload, and career growth opportunities.
Sensitivity Level: Moderate (aiming for candid feedback on retention).
Reason for Leaving
The Role and Workload
Manager Support and Communication
Career Growth and Culture
1. Please rank your satisfaction with your career growth (1-5).
2. What was the most rewarding part of your time with the Creative Department?
3. What was the most significant challenge you faced in your role?
4. Would you recommend this company to a friend? Why or why not?
Category: Reason for Leaving -> Reveals: Competitor attractiveness and internal retention gaps.
Category: Workload -> Reveals: Staffing needs and process inefficiencies.
Category: Manager Support -> Reveals: Leadership training needs or communication breakdowns.
Category: Growth -> Reveals: Effectiveness of internal promotion paths and L&D programs.
Employee: [Name/Role]
Core Theme: [e.g., Lack of growth, High workload]
Actionable Recommendation: [e.g., Review creative software budget, implement bi-weekly 1:1s]
Risk Level: [High/Medium/Low risk of others leaving for same reason]
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