HR exit interview workflow for Tallyfy

Learn from every departure before they walk out

Departing employees will tell you things they'd never say while employed - but only if you ask the right questions and create a safe space. This template structures exit interviews to capture honest feedback about management, culture, and retention risks.

6 steps

25 fields

Import into Tallyfy Preview steps

Human Resources Interview

Run this workflow in Tallyfy

Import this template into Tallyfy and capture employee details, job satisfaction ratings, and detailed feedback using the 25-field kickoff form with questions about career opportunities, management, and compensation

Configure Tallyfy with 1-day deadlines for scheduling the interview, gathering feedback, and documenting findings to ensure nothing gets rushed at the last minute

Track every exit interview in Tallyfy and use the documented feedback to identify patterns across departures that point to systemic retention issues

Import this template into Tallyfy

Process steps

Schedule the exit interview

1 day from previous step

task

Book a private 30-45 minute meeting before the employees last day. Make it clear this is a confidential conversation to gather honest feedback. Pick a neutral location - not their managers office. Send a calendar invite with a brief agenda so they can prepare their thoughts.

Gather reason for leaving

1 day from previous step

task

Start with the big question: why are they leaving? Listen without getting defensive. Ask follow-up questions to understand the real reasons - the first answer is rarely the whole story. Career growth? Compensation? Management? Culture? Document their actual words, not your interpretation.

Discuss job and management experience

1 day from previous step

task

Dig into their day-to-day experience. Did they have what they needed to do their job? How was their relationship with their manager? Were expectations clear? People leave managers more than companies - this feedback is gold for improving retention. Create a safe space for honest answers.

Review company feedback

1 day from previous step

task

Ask what they liked and what frustrated them about working here. Culture, benefits, growth opportunities, communication - get specific. What would they change if they could? This is your chance to hear things people are too polite to say while employed. Take notes - patterns across exit interviews reveal systemic issues.

Cover administrative details

1 day from previous step

task

Walk through the practical stuff: final paycheck timing, benefits continuation (COBRA), unused PTO payout, 401k rollover options, reference policy. Collect company property - laptop, badge, keys, parking pass. Remind them about any non-compete or confidentiality agreements still in effect. Get their personal contact info for any follow-up questions.

Document and share findings

1 day from previous step

task

Write up the key themes while they are fresh. What did you learn about retention risks? Manager effectiveness? Culture issues? Share relevant feedback (anonymized if needed) with HR leadership and the employees manager. The exit interview is only valuable if the insights lead to action. Track trends across departures to spot patterns.