Offboarding Survey Template for 2026
What is an offboarding survey template?
To put it simply (which always helps me), an offboarding survey is a list of questions given to someone who is leaving their job.
Imagine you’re leaving a club or group, and they want to know how your experience was, what you liked, what you didn’t, and if there’s anything they could do better.
It's like getting a chance to say how you felt about being part of the team and if you have any suggestions to make things better for the people who stay or join in the future.
So, we put together an Offboarding Survey Template that was designed to help collect feedback from departing employees about their overall experiences, satisfaction levels, and any suggestions they have for improvement.
While you can use the survey template “as is”, we suggest that you customize it to better fit your organization's specific needs. We hope this helps during what is likely a crucial transition phase, but please feel free to reach out to us with any questions!
Offboarding Survey Template
Key Takeaways
An offboarding survey template is a set of questions given to someone who is leaving their job to understand what worked, what did not, and what the organization can improve. This article explains how to design a survey that is simple, respectful, and likely to get honest feedback. It also includes a downloadable PDF template with 15 questions and guidance on timing, length, anonymity, and follow-through.
An offboarding survey is a list of questions for departing employees about their experience, satisfaction, and suggestions for improvement.
Use the template as-is or customize it to match your organizations needs and roles.
Offboarding is often overlooked, but structured offboarding is described as making organizations 40% more likely to rehire former employees.
The article notes that lingering system access is linked to 66% of data breaches, which is one reason offboarding steps and feedback matter.
Start with a warm, clear message that feedback matters and will be kept confidential.
Use a mix of rating (Likert-scale) questions and open-ended questions to capture both trends and details.
Keep the survey concise, with a target completion time of about 10 to 15 minutes.
Use anonymity when possible to encourage candid responses.
Send the survey close to the employees last working day to support better completion.
Act on results by analyzing patterns, sharing themes with leadership, and making improvements.
Why Offboarding Surveys and Questionnaires Matter
Many organizations overlook the offboarding stage, but let me share this gem: structured offboarding processes make organizations 40% more likely to rehire former employees and help prevent security risks—like lingering system access—which account for 66% of data breaches. That’s why I always circle back to feedback: it’s a smart move—for our people, our processes, and our reputation.
How I Design a Great Offboarding Survey or Questionnaire
My approach blends warmth, structure, and clarity to maximize participation and value:
Set the Tone Right
I begin with a warm message like: “Your honest feedback matters—and everything you share stays confidential.” Studies (like Culture Amp) show that clarity and sincerity at the start lead to more meaningful responses Culture Amp.Use a Balanced Mix of Question Types
I blend Likert-scale (rating) questions with open-ended responses to gather both quantifiable trends and thoughtful insightsKeep It Respectfully Concise
I aim for around 10–15 minutes of thoughtful completion so it’s meaningful but not overwhelmingEnsure Anonymity When Appropriate
When feedback is anonymous, departing employees are more candid—leading to richer insightsTake Action on What You Learn
Feedback only matters if you act on it: I analyze trends, share findings with leadership, and implement changes to improve offboarding—and even onboarding
What I’ve Learned Works From the Top Guides
Thrivesparrow emphasizes that exit surveys help capture honest feedback and spot concerning patterns, even beyond what regular engagement surveys show
HR Cloud offers offboarding templates with 20+ questions covering role satisfaction, management, culture, and departure reasons—blending ratings and free responses for depth
TurboTransitions provides a neat analogy for surveys—“like asking someone leaving a club to tell you what they liked, didn’t, and what could improve”—reminding us to keep things simple and genuine
Expanded FAQ for Clarity
What’s the difference between an “offboarding questionnaire” and an “offboarding survey”?
Very little, usually just format—one might be a PDF form, another an online survey. Both serve as tools for offboarding feedback collection.
How many questions should I include?
I aim for 10–15 thoughtfully crafted questions—enough to capture key insights but not fatigue respondents
Likert-scale or open-ended questions—which works better?
Use both. Ratings help spot trends quickly, while open text uncovers deeper stories and suggestions HR CloudThriveSparrow.
Is anonymity a must?
If possible, yes. Confidential feedback encourages honesty, and that transparency can be a game-changer in understanding departures
When should I launch the survey?
Close to the last working day—this timing allows for reflection without rushing and supports higher completion rates ThriveSparrow.
What’s next after collecting responses?
First, recognize both strengths and opportunities. Then analyze patterns, report to leadership, and implement changes to mitigate turnover or missteps AIHR.
Final Thoughts—Why This Matters
An offboarding questionnaire isn’t just a formality—it’s an invitation to learn and improve. Done thoughtfully, such offboarding surveys build trust, surface insights, and help shape a culture of respect and continuous improvement.
If you'd like help turning this into a printable template, embedded survey, or shareable infographic—just let me know!
Tags: offboarding survey, survey template for offboarding, offboarding questionnaire
Author: Reid Alexander
Disclaimer: This content is for informational purposes only & not intended as professional legal or HR advice. Consult with qualified professionals for advice tailored to your specific situation. The author & publisher disclaim any liability for errors, omissions, or actions taken based on this content.