Exit Interview Feedback Letter
Exit feedback is a professional gift to the company you are leaving — if it is honest and constructive. This template balances genuine praise with actionable suggestions, so HR actually reads it.
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When and how to use this letter
Exit feedback is your last professional act at the company — write it like a consultant's report, not a farewell speech. The reader is HR or senior management, and they are looking for actionable insight, not emotion. Structure your feedback around themes: what worked, what could improve, and what you would change first.
Be honest but strategic. Name real issues — unclear progression, workload, management practices — but describe behaviours and systems, not personalities. 'Decisions on promotions were never explained' is useful feedback; 'my manager was unfair' is a grievance. Balance every criticism with something genuine you valued; a purely negative letter gets dismissed as bitterness, while a balanced one gets read.
The non-obvious tip: make one concrete, low-cost suggestion. Companies act on specific, cheap fixes — 'publish the promotion criteria' — far more readily than on broad complaints. Your feedback is most powerful when it hands them an easy win.
Submit exit feedback after your final settlement is complete if you have any concerns about retaliation, though most companies handle it professionally. Keep a copy of what you submit. And whatever you write, never use the exit interview to settle scores — industries are small, and today's honest-but-gracious leaver is tomorrow's rehire or reference.
Frequently asked questions
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