ToolHR self-assessment
Fifteen questions and a score per axis. You see where it breaks straight away.
A badly run exit interview produces one answer: "for a better salary". It is almost always untrue, and it is the polite answer. These questions are written to get the real reason, the one that tells you what to fix before the next person goes.
Updated July 26, 2026
Ask them in this order. Start wide, then narrow. Leading with pay gets you pay as the answer.
Your questions
23 questions
Run it a week before the last day, not on the last day. Have someone other than the direct manager run it. Write the answers down and read them back six months later, together, because three interviews say nothing and ten say everything.
The decision
The manager
The role
Pay
The organisation
Coming back
The turnover rate that makes these interviews necessary is worked out here: Employee turnover rate: the complete formula
ToolFifteen questions and a score per axis. You see where it breaks straight away.
ToolTick your themes, leave with a survey ready to send.
ToolOverall rate, voluntary rate and average headcount. Worked out on the right base.
ToolWhat a departure really costs you, in three lines you can check.
ToolYour deadline, and the real gap between two job classes.
ToolFour productivity ratios, not just the one everyone quotes.
ToolA full salary structure built from its two ends.
ToolYour competency grid, ready to fill in and export to Excel.
The patterns only show once the answers are read together, which is exactly what a diagnostic does. A 30-minute call, free of charge.