Company culture
Offboarding Feedback Survey

Offboarding Feedback Survey

This survey collects feedback from departing employees about their reasons for leaving, work experience, and perception of the company. It identifies factors contributing to turnover and suggests improvements to enhance retention. Suitable for HR managers and companies aiming to understand reasons for departure and improve workplace processes.

Use template

The Offboarding Feedback Survey helps you capture honest input from employees on their way out the door, while their perspective is still fresh and candid. It covers their reasons for leaving, how they experienced day-to-day work, and how the offboarding process itself was handled. Used consistently, it gives HR teams a clear, evidence-based view of why people leave and what to fix before it costs you more talent.

What the “Offboarding Feedback Survey” survey measures

The survey measures overall satisfaction, team atmosphere, and likelihood to recommend the company as an employer using star ratings, alongside open-ended questions that surface specific reasons for leaving and dissatisfaction triggers. A multiple-choice question identifies which aspects of the job employees valued most, helping you spot what's worth protecting. A dedicated question on the offboarding process itself rates how smoothly the exit was handled, so you can separate 'why they left' from 'how well we managed the exit'.

Who the “Offboarding Feedback Survey” template is for

This template is built for HR managers, People Ops teams, and business owners who want a structured way to understand turnover instead of relying on hallway conversations or gut feeling. It works for companies of any size running regular exit interviews, and is especially useful for organizations seeing a rise in attrition or wanting to benchmark retention efforts over time.

How to adapt the template to your needs

You can adjust the wording to match your company's tone, add role-specific questions (for example, about manager relationships or career growth), or remove questions that don't apply to shorter-tenure employees. Consider adding branching logic so that low satisfaction ratings trigger a follow-up question asking for more detail, or route respondents to different questions depending on whether they resigned voluntarily or were let go. You can also expand the multiple-choice options in question 5 to reflect benefits or perks specific to your organization.

Questions and answer options

Question type: multiple choice.
Answer options:
— Colleagues and team
— Learning opportunities
— Salary and benefits
— Company culture
— Flexible schedule
Question type: single choice.
Answer options:
— Very well organized
— Well organized
— Neutral
— Poorly organized
— Very poorly organized

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Frequently asked questions

Ideally during the final week of employment or right after the exit interview, while impressions are still fresh but the employee has had time to reflect.
Anonymity tends to increase honesty, especially for open-text questions about reasons for leaving, so it's worth considering unless you need to follow up individually.
Track it separately from satisfaction scores — it tells you whether your HR logistics (paperwork, handover, communication) need improvement, independent of why the person left.
Group them into themes like compensation, management, growth, or workload so you can spot recurring patterns across multiple departures rather than treating each case in isolation.