Exit Interview Checklist
About this form
The Exit Interview Checklist is a structured tool used by employers to facilitate discussions with exiting employees. Its main purpose is to cover significant topics such as termination agreements, the return of company property, and ongoing obligations related to confidential information. This form helps ensure a smooth transition for both the employee and the employer, distinguishing it from other employee exit processes by focusing specifically on important exit interview topics.
Main sections of this form
- Discussion of reasons for leaving the company.
- Review and signing of termination agreements.
- Clarification of any new employment and potential risks.
- Return of company materials such as badges, keys, and devices.
- Management of pending projects and responsibilities.
- Reinforcement of ongoing obligations and confidentiality agreements.
- Contact information for any follow-up questions regarding obligations.
When to use this document
This form is useful when an employee is preparing to leave a company, whether due to retirement, resignation, or termination. It should be utilized to address critical exit processes, navigate potential legal concerns, and contribute to an overall understanding of the employeeâs experience and the company's practices. It's also beneficial for identifying any issues that may prompt other employees to consider leaving.
Who needs this form
- Employers conducting exit interviews with departing employees.
- Human Resources personnel responsible for employee transitions.
- Managers overseeing team members who are leaving the organization.
- Legal teams ensuring compliance with company policies during exit interviews.
Steps to complete this form
- Start by discussing the employee's reasons for leaving and identify any potential issues.
- Review and fill out the termination agreement, ensuring the employee's signature is obtained.
- Talk about the employee's new job to address confidentiality and nonsolicitation concerns.
- Ensure the return of all company materials, completing an inventory as necessary.
- Discuss ongoing responsibilities and arrange for any required debriefing sessions.
- Provide the employee with copies of any agreements related to continuing obligations.
Notarization guidance
This form usually doesn’t need to be notarized. However, local laws or specific transactions may require it. Our online notarization service, powered by Notarize, lets you complete it remotely through a secure video session, available 24/7.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Mistakes to watch out for
- Failing to obtain signatures on critical documents.
- Overlooking the return of all company property.
- Neglecting to discuss ongoing confidentiality obligations.
- Not documenting the exit interview process adequately.
Advantages of online completion
- Convenience of downloading and filling out the form at any time.
- Editability allows for customization based on specific employee circumstances.
- Reliability of templates created by licensed attorneys for legal compliance.
Legal use & context
- The Exit Interview Checklist serves as a tool for employers to document exit interviews legally.
- It helps ensure that both the employer and employee understand their rights and obligations upon termination.
- The form can assist in minimizing legal risks related to employment terminations.
Main things to remember
- The Exit Interview Checklist facilitates effective communication during employee exits.
- Key components include termination agreements, company property return, and ongoing obligations.
- Employers of all sizes can benefit from using this form to ensure compliance and mitigate risks.
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FAQ
Why are you leaving? What were the best and worst parts of your job? How happy were you with things like salary, benefits, perks, time off, the office environment, etc? How do you feel about your managers or supervisors? How do you feel about the support/training/feedback you received?
Why are you leaving? What were the best and worst parts of your job? How happy were you with things like salary, benefits, perks, time off, the office environment, etc? How do you feel about your managers or supervisors? How do you feel about the support/training/feedback you received?
Do take the interview seriously. When attending this interview, you are still part of that organization. Do give constructive feedback. Do write notes before. Do remain professional at all times. Do say thank you.
Understand why people leave your organization. Increase managers' accountability for employee retention. Collect actionable data for increasing retention and organizational effectiveness. Identify and monitor any illegal or unethical practices. Promote goodwill in the workforce.
Why did you begin looking for a new job? What ultimately led you to accept the new position? Did you feel that you were equipped to do your job well? How would you describe the culture of our company? Can you provide more information, such as specific examples? What could have been done for you to remain employed here?
Choose your interview format. Giving your departing employees a questionnaire to fill out could be less time-consuming and help avoid some uncomfortable discussions. Choose your interviewer. The person who's most familiar with your employee's work is their direct supervisor. Decide what to ask. Decide what not to ask.
Why are you leaving? What were the best and worst parts of your job? How happy were you with things like salary, benefits, perks, time off, the office environment, etc? How do you feel about your managers or supervisors? How do you feel about the support/training/feedback you received?
This place is 'going downhill/a sinking ship/lost without me So-and-so was mean to me/did something bad/hates it here, too SHOW ME THE MONEY! @%! Never, ever again. You could have made me stay, you know. Nobody likes working here.
