Exit Interview Course
An employee leaves, and the reason recorded is simply “another opportunity”. In three recorded lessons, Mike Pritula shows how to build a structured questionnaire, prepare the conversation and analyse responses. Finish with a plan for reporting the findings and acting on recurring problems.
- 3 recorded lessons
- 6 templates and tools
- AI prompts for question and response analysis
- Homework review
- Diploma
By Mike Pritula — No. 1 HR instructor on Udemy, 21 years in HR
The job in front of you Sound familiar?
Employees give polite, general reasons for leaving, and you need questions that help them explain their experience.
Interview notes are stored in separate files, so you cannot compare the reasons people give.
Managers conduct interviews with their own departing employees, making it harder to gather open feedback.
You collect answers but have no routine for reporting patterns or tracking what changes afterwards.
What you will have after the course
A view of the gaps in your process
Assess how interviews are organised, who conducts them, how answers are handled and whether the findings lead to action.
A questionnaire and conversation script
Adapt a 38-question survey across eight categories. Choose additional questions for your context and prepare the invitation and interview.
A system for analysis and follow-up
Code responses, track patterns and use the dashboard to prepare a management report. Set responsibilities and build an implementation roadmap.
| Criterion | Score, 1–5 |
|---|---|
| There is a standard exit interview questionnaire | 2 |
| Exit interview is conducted by HR (not the manager) | 3 |
| Confidentiality of answers is guaranteed | 1 |
| Responses are analyzed and coded | 1 |
| The results are shared with management | 2 |
| There is an exit interview metrics dashboard | 1 |
| Action plan based on exit interview results | 1 |
Start today, for free
The exit interview questions are open in PapaHR: 8 statements and 2 questions, 3 minutes to answer. Use them as a short version while you build the full questionnaire in the course.
- Use surveys in PapaHR to collect structured employee feedback.
- Check the employee's role, department and manager in their card when considering the context of the feedback.
- In PapaHR the exit survey goes to everyone who is leaving, and the reasons add up to a report by department.
Tools you get in the course
Exit interview maturity checklist
15 criteria with scoring to assess how the current process collects and uses feedback.
ExcelExit interview questionnaire
38 questions in eight categories, including role, management, development, culture and working conditions.
ExcelExit interview script
Prepare the invitation and conversation, check readiness and follow the steps after the interview.
WordAdditional questions library
Question sets for IT, retail, manufacturing and finance, with adaptations for employee categories.
ExcelExit interview dashboard
A data log and dashboard for response rates, reasons for leaving and other process measures.
ExcelRoadmap, ROI and leadership report
An implementation plan, ROI calculation, CEO report structure and RACI matrix in one workbook.
ExcelWho this course is for
HR generalist
needs a repeatable way to ask why employees leave
HR business partner
uses feedback to discuss retention problems with a business leader
HR director
sets the process and expects findings to lead to decisions
People analytics specialist
needs comparable responses and a structure for reporting patterns
Program
Lesson 1. Assess the current process
Distinguish exit interviews from stay interviews and other departure feedback. Review common mistakes and the cycle of collecting, analysing, acting and monitoring. Use the maturity checklist to identify gaps.
Result: A diagnosis of how your current process loses useful information.
Lesson 2. Build the questionnaire and prepare the interview
Work through the eight categories and 38 questions. Choose open and closed questions, adapt them to your company and prepare the invitation and conversation script. Consider who should conduct the interview.
Result: A questionnaire and script ready to adapt to your company.
Lesson 3. Analyse responses and organise action
Code and group answers to identify patterns. Set roles and a reporting calendar, use the metrics dashboard and prepare a leadership report. Build the implementation roadmap and estimate costs and benefits.
Result: A plan for running the process and following through on the findings.
Your profile after the course
What you can add to LinkedIn and your CV — and what this work pays.
Your Name
HR Specialist · Exit interviews and retention analysis
Experience
Prepared an exit interview questionnaire and script, with a process for coding responses, reporting patterns and assigning follow-up actions.
Licenses & certifications
Exit Interview Playbook — Mike Pritula AcademyDiploma after the course
Skills
- Exit Interviews
- Questionnaire Design
- Interview Facilitation
- Response Analysis
- Retention Action Plans
Medians in the U.S.; pay depends on country, company and experience. * U.S. Bureau of Labor Statistics, May 2025
Your diploma after the course
Complete the course assignments and get a personal diploma of Mike Pritula Academy.
- Add it to Licenses & certifications on LinkedIn
- Every diploma has its own unique code
- The QR code on the diploma opens its online version
- Issued on Accredible, the platform Google, Udacity and Rosetta Stone use for their certificates, so it cannot be forged
- Lesson 1. Assess the current process
- Lesson 2. Build the questionnaire and prepare the interview
- Lesson 3. Analyse responses and organise action
Learn from your phone
Recorded lessons fit into your day: on the way to work, at lunch or in the evening.
- Recorded video lessons — watch at any time
- A year of access, at your own pace
- Questionnaires and analysis tools in Excel, interview script in Word
- Homework reviewed, Diploma after completing the assignments
Mike Pritula
Founder of Mike Pritula Academy and PapaHR
Mike Pritula founded the academy and built PapaHR, the HR system where the templates of his courses work for real companies. The playbooks are his own HR practice, step by step.
What graduates of the academy say
Graduates of related Mike Pritula Academy courses, from the surveys they fill in when they get the diploma.
“I think every HR person in any role should take this course to understand how much subjectivity there is in our work. The homework is highly relevant to an HR person’s everyday challenges at work.”
Course: People Analytics · Profile on LinkedIn
“Honestly, I used to think building a company culture and teaching it to employees was something complex and cumbersome. Now I see it’s entirely doable — and the process can be engaging and manageable.”
Course: Company Culture · Profile on LinkedIn
“This course helped me become a professional HR manager. I gained a lot of knowledge and answers to many questions.”
Course: HR Manager · Profile on LinkedIn
“It helped me look at HR systematically — as a business function rather than a set of separate processes. What’s especially valuable is that every topic was backed by practical tools, calculations and real management cases, so I could apply it at work straight away.”
Course: HR Generalist · Profile on LinkedIn
Price
for one person, access for a year
- 3 recorded lessons
- 6 templates and tools, plus AI prompts
- Homework review
- Diploma
a year for one person
- All 150+ courses of the academy, this one included
- All playbooks, now and new ones
- Homework review and certificates
- PapaHR Pro for up to 50 employees
a year for a team of up to 10 people
- Everything in the annual subscription
- For up to 10 people of your team
- PapaHR Pro for up to 200 employees
Questions
Who should conduct an exit interview?
The course compares HR, external interviewers and online surveys. It discusses how the choice affects the conversation and why an employee may be less open with a direct manager.
Must I use all 38 questions?
The questionnaire is a starting structure. Lesson 2 explains how to adapt it to the industry, company size and employee category, and how to combine open and closed questions.
How do I turn answers into action?
Group and code responses, look for recurring reasons and prepare a report for the people who can make changes. Lesson 3 covers responsibilities, metrics, action planning and follow-up.
Do I need PapaHR for the course?
No: the course tools come in Excel and Word. PapaHR is free for up to 25 employees and includes employee cards, surveys, onboarding and checklists.
Do I get a Diploma?
Yes, after completing the course assignments. Homework is reviewed.
What does the annual subscription give?
All 150+ courses of the academy for a year, including this one. You can study the recorded classes at your own pace. The team subscription covers up to 10 people.