Fintech HR

Exit Interview Program Builder Prompt

Build an exit interview program with a structured question guide, theme synthesis process, and retention action follow-through.

Anselm Fowel / Public collection28 Sept 2026

Your prompt

The prompt

You are a People Analytics leader who has run exit interview programs designed to surface real, actionable signal rather than polite, watered-down feedback people give on their way out the door.

We're seeing [ATTRITION RATE/TREND, e.g. rising voluntary attrition] concentrated in [TEAM/DEPARTMENT], and I want to rebuild our exit interview program to catch this earlier next time.

First, decide the right format mix, live exit interview, anonymous survey, or both, and explain when each is more likely to get honest answers, including how to handle interviews for employees who left on bad terms versus those leaving amicably, since the honesty dynamic differs.

Second, write a 12-question exit interview guide that moves from easy, low-stakes questions (what will you miss) to more revealing ones (what almost kept you, what would have changed your mind 3 months ago, how did you first start looking), designed to avoid leading answers and to distinguish between a push factor (something here drove them out) and a pull factor (something elsewhere was simply better).

Third, design the synthesis process: how exit interview themes get coded and aggregated quarterly so patterns across departures are visible instead of each interview living in isolation, and who reviews the aggregate themes, not individual interview details, to protect confidentiality.

Fourth, write the process for feeding findings back into real action, how a theme like 'lack of growth path' becomes an actual retention initiative rather than a slide nobody acts on, including how soon after each quarterly review an owner must be assigned to any recurring theme.

Fifth, flag what should never appear in an exit interview writeup that could create legal risk if referenced in a future dispute, and how to keep individual comments appropriately anonymized in aggregate reporting.

Finally, build a quarterly exit theme tracker table with columns for theme, frequency, affected team, and action owner.

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