People leave your company, and you still don't know the real reasons why. Every employee who resigns costs between 50 and 200 percent of their annual salary. In most companies, the exit interview is just a formality: a few questions on the last day, answers stored away, no analysis. Leadership asks why turnover is increasing, and you have nothing to show except numbers. This Playbook solves that problem. You will create a structured 38 question exit interview questionnaire, a complete interview script, and an analytics system that turns employee feedback into concrete business actions.

This Course Offers

• A 38 question exit interview survey structured across 8 categories: The questions cover role, management, development, culture, compensation, working conditions, onboarding, and overall experience. Every question includes an explanation of why it matters so you understand what each answer tells you.
• A complete exit interview script with word for word phrases: Learn how to phrase everything from inviting the employee to the interview through closing the conversation. The script teaches you how to ask uncomfortable questions and receive honest answers instead of "I found another opportunity."
• Industry specific question libraries and analytics dashboards: Additional questions tailored for IT, retail, manufacturing, and finance, plus separate versions for specialists and managers. You receive an exit interview analytics dashboard with 5 key metrics including response rate, regretted attrition, top reasons for leaving, manager score, and action completion, plus formulas and industry benchmarks.
• A 3 month implementation roadmap and executive reporting template: A launch plan with stages, deadlines, responsibilities, and a ready to use report template with ROI justification for CEO presentations. Plus 5 AI prompts for Claude and ChatGPT to personalize surveys, analyze patterns, generate action plans, and create leadership reports.

Why We Love This Course

1. It transforms exit interviews from a checkbox into a strategic tool. The Playbook uses a Collect, Analyze, Act, Monitor cycle to reduce employee turnover. You learn to code and categorize qualitative responses for analysis, distinguishing between exit interviews, retention interviews, and exit surveys.
2. It gives you metrics that leadership actually cares about. You will review the rejection rate, response rate, and manager's rating metrics. You build a dashboard with 5 KPIs and industry benchmarks, then calculate the ROI of the exit interview program and present it to the CEO.
3. The instructor has built systems at unicorn scale. Mike Pritula created the HR system behind Preply on its path to a $1.2 billion valuation, with 20 years of HR experience across Wargaming, iDeals, and PeopleForce. He has personally built employee turnover analytics systems in companies of different sizes.
4. It is intensely practical with ready to use tools. This is not a course about offboarding theory or generic retention discussions. It is a 3 session program after which you will have a structured questionnaire, a complete interview script, and an analytics system.

You cannot fix turnover if you do not know why people are leaving. The question is whether you want a complete system with questionnaires, scripts, analytics dashboards, and implementation roadmaps that turns resignations into data and data into lower turnover, or keep conducting meaningless exit interviews that change nothing.

• HR Generalists and sole HR representatives responsible for setting up exit interviews from scratch.
• HR Business Partners who need data on the causes of turnover in their specific departments.
• HR Directors and Heads of People who are building HR analytics with dashboards for the CEO.
• HR Operations professionals who need to standardize exit interviews across the company.
• People Analytics specialists who turn data into actionable insights for leadership.
• Team leaders who lose key employees without understanding why they left.
• HR consultants who implement exit interview systems for clients and need professional grade tools.

• A basic understanding of HR processes or experience working with employees who are leaving the company is helpful.
• Access to Excel and Word for working with questionnaire templates.
• The desire to have a practical system, not just a theoretical approach to offboarding.

Interested in exploring more lessons? Check out our full course library to continue building your skills and advancing your learning journey.