Make an exit survey for people who are leaving your team
Build a free exit survey for leavers: main reason, what to change, whether they would recommend you, and an option to stay anonymous.
Product feedback
Help us make the product better for you.
This is a real form: answer it the way a visitor would. Nothing is saved.
Use this template Describe yours in chatOpen full screenMore to start from: all form, quiz and course templates. Nothing is published until you press Publish, and every answer lands in your account with charts and a CSV.
People who are leaving often give polite answers in a face-to-face exit interview, because they still need a reference or do not want to burn bridges. A short written survey sent after the last day gives room to be more candid, and an anonymous option can help further. The live sample above is a general product-feedback form; the chat rewrites it around your reasons for leaving, your team and the questions you need answered.
What you get
Anonymous or named, your choice
Ask the chat to leave out the name and email questions and the answers stand on their own. Before you send the link, read each question as a leaver would, because a mention of a role, a project or a start date can still identify someone on a small team.
Logic and pages
Show a follow-up only when it applies, split a long form into pages, or show one question per screen.
Results you can read
A chart for every question, averages and NPS for scales, the order of a ranking, a table of every answer and a CSV.
How it works
- Step 1
Try the sample above, then press Use this template, or describe your own form to the chat.
- Step 2
Change any question by hand or ask the assistant ("add a question about price", "translate it to Spanish"), with a live preview.
- Step 3
Publish, share the link or QR code, and read the answers as they arrive. You get an email for each one.
Who uses it
Small teams, studios and clubs
When only a few people leave in a year, each departure is worth learning from. Ask who is leaving and why, and keep every answer in one results page so the next review has real reasons to look at.
HR and operations managers
Send the survey on the last working day, then compare reasons across six months of leavers using the charts and the CSV export. Patterns such as the same team or the same reason appearing again are easier to see than in scattered notes.
Membership organisations and volunteer groups
Members who lapse rarely explain why. A short form with a choice of common reasons, plus a box for what would have kept them, shows whether cost, time or one event is the real cause.
Questions
Can leavers answer without giving their name?
Yes. Ask the chat to build the version with no name or email questions. Read the final form before sending, since details such as a team, role or date can still point to one person on a small team.
Should we ask about pay in an exit survey?
You can offer pay as one choice among reasons for leaving, but there is no need to ask for salary details. Exit data is personal HR information, so you are responsible for what you collect, and you should only ask for what you will actually use.
When is the best time to send it?
Most owners send it on the last working day or within a few days after, once the handover is done. Sending it during notice can get shorter, more guarded answers, so pick a timing you can keep the same for everyone.
Will we get the answers by email?
You can have an email for each response. Answers also appear on a results page with charts, and you can download them as a CSV to compare reasons over time.
Can this replace a conversation with the leaver?
It works well as a written first step, especially for people who would rather not talk. For sensitive cases such as harassment or conflict, a private conversation with the right person is still the better route, and the survey should not be the only record.