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HR Exit Interviews - Assisted by AI
AI-Assisted HR Exit Interviews
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AI-Assisted HR Exit Interviews

Exit Interview Script
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To take advantage of the features in this doc, you need access to Coda AI. Sign up for the alpha at
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If you have questions about this template, contact Kenny Mendes - kenny [@] coda.io.

A Sparkle of AI to Transform your Exit Interviews

This doc is your secret weapon for exit interviews. Simply jot down your notes, and let Coda AI work its magic!
Auto-generated summaries based on your interview notes
Coda AI will extract possible areas for improvement based on the interview.
Say goodbye to long and tedious reports, and hello to a more efficient and interesting way of gathering insights.

Ready with 1 Click

Forget about the the hassle of creating exit interview scripts from scratch! This doc streamlines the process by allowing you to quickly and easily input employee information, and then automatically generates a script for your interview with just the press of a button. With this tool, you can start conducting more engaging and effective exit interviews in no time.

Streamline ongoing analysis

You’ll be able to review responses by person, question, department, or time period. You’ll build build a rich repository of feedback that makes it easy to measure how your organization is adapting over time.

Tips for Running Meaningful Exit Interviews

‘It’s not just about having a good script... HR professionals have to manage the conversation delicately to create a safe space for employees to share valuable feedback that can help the company improve how it runs.
Use open-ended questions: Avoid asking questions that can be answered with a simple "yes" or "no". Instead, use open-ended questions that encourage the employee to share their thoughts and feelings. Examples of open-ended questions include "What were your biggest challenges while working here?" and "What do you think the company could improve on?"
Probe for more information: When an employee provides a response, follow up with additional questions to get more details. For example, if an employee says they felt unsupported by their manager, ask them to describe specific instances where they felt this way.
Use active listening: Show the employee that you are listening by nodding, summarizing their responses, and asking clarifying questions. This will make the employee feel heard and encourage them to provide deeper responses.
Ask for examples: Ask the employee to provide specific examples that support their responses. This will help you better understand the employee's experience and provide concrete feedback for the company to act on.
Avoid leading questions: Avoid asking questions that suggest a specific answer or are designed to confirm your own assumptions. For example, instead of asking "Did you leave because of your manager?", ask "What factors influenced your decision to leave?".
Create a comfortable environment: Make sure the employee feels comfortable and safe to share their honest feedback. Use a private location for the interview and assure the employee that their responses will be kept confidential.

Exit Interview Tracker

Getting Started Instructions

Before getting started, if you want to modify the questions, go to
Exit Interview Script
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Press “Add New Employee” to create a new employee
Press “Start Exit Interview” to populate the questions.
Press “Open” to go back to the interview.
Press the refresh button in the Exit Interview Summary column to generate a final summary.

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Add New Employee
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All Departing Employees
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Name
Role
Department
Last Date
Exit Interview Date
Start Exit Interview
Open Interviews
AI Summary
AI-Suggested Areas for Improvement
1
Jane Smith
Product Manager
Product
5/12/2023
5/10/2023
Start Exit Interview
Open
The main reason for the user's burnout was personal stuff, but also unclear expectations for their role and a lack of feedback. Joining a disorganized team and not knowing what was expected of them hurt their confidence in leadership and their own abilities. To return to the company, the user would need clear role expectations and regular feedback. Improving feedback would involve laying out role expectations and being explicit about vague expectations. The user felt like they were constantly switching projects and didn't have ownership over their work. Despite these challenges, the user enjoyed the people at the company and the flexibility to explore different things. As the company scales, it's important to maintain clear expectations and encourage work-life balance. The user shared their feedback with others, but felt like there was a secretive space for constructive feedback. Additionally, the user expressed concern about a specific individual dominating meetings and potentially ruining the culture for others.
Clarify role expectations and provide regular feedback to employees
Improve communication and address rumors promptly to maintain employees' confidence in leadership
Address difficulty with stakeholder relationships and constantly switching projects to reduce burnout and improve productivity
Encourage good work-life balance and maintain smaller events to promote a positive work environment.
2
Sam Barnes
Engineer
Engineering
5/9/2023
5/10/2023
Start Exit Interview
Open
The user realized that customer success wasn't a good fit for their long-term career goals and would have preferred an opportunity in professional services or a leadership role. They have received feedback on their performance but would have liked more feedback on growth opportunities. The user did not feel that the team's growth was a major issue but recognized that it was changing and being defined. The job itself did not change, but the user's impression of it did. They enjoyed working directly with users and problem-solving specific requests, but would have preferred more technical document building and less outreach. The user felt that the team sync meeting missed an opportunity to make it polished and valuable and was more of a weekly update. They also noted that the way information is shared and collaborated on through Slack channels, emails, and docs may be difficult to scale as the team grows. The user appreciated the highly motivated, competent, and creative team and the focus on efficiency. They have not experienced any major issues at the company other than the role fit. The user appreciates their time at the company and loves the product.
Providing more frequent and detailed feedback on growth opportunities for employees
Evaluating the balance of technical documentation building and outreach responsibilities for employees in customer success roles
Developing a more intentional and polished approach to team meetings, such as the stats and stories meeting
Reevaluating the scalability of communication channels, such as Slack and email, as the team grows in size
3
Adam Parsho
EA
Operations
5/8/2023
5/10/2023
Start Exit Interview
Open
The individual felt the need for more challenge and started learning more on the side. They expressed interest in joining the engineering team and received positive feedback from colleagues and manager. They enjoyed the hands-on learning and the amazing people, but wished for more face-to-face time and support with public speaking skills. Overall, they were hyper motivated and organized, and grateful for their time at the company.
Increase challenge and growth opportunities for employees to prevent boredom and encourage skill-building.
Offer more support and training for public speaking skills to help employees feel confident and competent in communication.
Consider implementing more face-to-face time or in-person team-building activities to foster a sense of community and connection among remote employees.
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