Build an exit interview guide and track themes over time
Creates exit interview questions that get candid answers plus a simple coding scheme to spot patterns across leavers.
The prompt
Help me improve our exit interviews.
Who conducts them: [HR / skip-level manager / third party]
Format: [live conversation / survey / both]
What we want to learn: [e.g. why people leave, manager issues, pay competitiveness, where they're going]
Past exit notes or survey responses (optional): [PASTE, anonymized]
Give me:
1. Interview guide - 12-15 questions in a logical flow: opening, reason for leaving, the real trigger moment, manager and team, growth, pay and benefits, what would have kept them, what to keep doing, close. Include follow-up probes for vague answers ("better opportunity").
2. Setup tips - timing (last week vs. after departure), confidentiality wording, and how to get candor.
3. Coding scheme - 8-12 reason categories with clear definitions, primary vs. contributing reason, regrettable vs. non-regrettable flag.
4. Tracker columns for a spreadsheet (date, team, manager, tenure band, primary reason, contributing reasons, would return, key quote).
5. If I pasted past data: themes ranked by frequency, by team where patterns appear, with representative anonymized quotes, and 3 actions worth testing.
Rules: protect anonymity in small teams (do not report groups under 5), and do not invent percentages - if data is thin, say so.
Highlighted [brackets] are blanks to replace with your own details.
Fill in the blanks and use this promptMore HR & Hiring prompts
What to fill in
- HR / skip-level manager / third party
- live conversation / survey / both
- PASTE, anonymized
How this prompt is built
This prompt follows the RTF structure (Role, Task, Format). RTF tells the model who to be, what to do and what shape the answer should take. It is the quickest structure that still gives noticeably better results than a bare request.
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