Register for our next webinar: The Future of Performance Management: Building Scalable Strategies for 2025 and Beyond
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Exit Interview Performance Review
Anytime an employee leaves an organization, it’s important to run what’s known as an “exit interview.” This can be a fantastic be a way to send off an employee on a positive note, regardless of why they may be leaving, as well as an invaluable opportunity to collect feedback for future improvements internally.
Exit Interview Performance Review
MeetingAction itemsDecisions
What are the main reasons you are leaving the company?
How do you feel about your performance during your time with the company?
What do you feel the company could have done better to support your career development?
What are your thoughts on the company's overall performance?
What do you believe are the company's strengths and weaknesses?
What are your suggestions for improving the company's performance?
What do you think about the company's culture and values?
Do you have any suggestions for how the company could improve its communication and collaboration?
What do you think about the company's leadership?
Do you have any other suggestions or feedback for the company?
More 1-on-1s
Peer 1-on-1
What projects are you focused on right now?
Do we have any overlaps where we could collaborate?
How might my team help your team over the next few weeks?
What’s something we could change that would help your team?
What's something I could start doing to make your job easier?
Do you have any positive or constructive feedback about my team?
Peer 1-on-1
As traditional hierarchies become less dominant in organizational structures, lateral support becomes more and more important. This template can help build those bridges as a way to structure conversations between you and a team member, or you and a member of another team.
View template Your First 1-on-1 with a new Team Member
How do you prefer to communicate?
What does your ideal, productive work day look like to you?
Is there anything about your role or the tasks you're working on that needs clarification?
How do you respond to stress, and how do you prefer to be supported?
What’s most important to you in your career?
Is there anything else on your mind you would like to discuss?
Your First 1-on-1 with a new Team Member
Set the right tone and create mutual understanding with your new team member using this 1-on-1 template.
View template New Employee Check-In
How is your onboarding coming?
How’s your experience been working with the team? Can we do anything to improve our team culture?
How could we improve our team’s level of communication/collaboration?
How might we improve our meeting routines?
Is there anything you would like me to do differently regarding our relationship (more or less direction, how I provide feedback, things I should start/stop doing, etc)?
Is there anything I could do as a manager to make your work experience better?
Do you have any feedback for myself or for the team?
Are there any problems or issues that I should know about?
Is there anything else you want to talk about?
New Employee Check-In
Onboarding can be tricky. By using this 1-on-1 template on a weekly basis for the first 2-4 weeks of your new team member joining, you can provide them with the necessary support they need as well as obtain fresh feedback on your onboarding process.
View template