Offboarding Experience Survey

Anonymous survey capturing departing employees' evaluation of the offboarding process itself — distinct from reasons for leaving. Covers knowledge transfer, IT/access offboarding, final pay and benefits clarity, manager support, and overall process quality.

Knowledge Transfer and Handoff

• I was given adequate time and resources to document my work, projects, and institutional knowledge before my last day.
  Strongly disagree → Strongly agree (1–5)
• My manager clearly communicated expectations for what needed to be handed off and to whom.
  Strongly disagree → Strongly agree (1–5)
• A colleague or successor was identified to receive my responsibilities before my departure.
  Select one option that best applies.
• If you rated knowledge transfer 3 or below, or if handoff was incomplete, please describe what was missing or could have been done better.
  Your specific feedback helps us improve handoff processes for future transitions.

IT, Access, and Equipment Offboarding

• The process for returning company equipment (laptop, badge, devices, etc.) was clearly communicated and easy to follow.
  Strongly disagree → Strongly agree (1–5)
• I received clear instructions about when and how my system access and accounts would be deactivated.
  Strongly disagree → Strongly agree (1–5)
• I was given sufficient time to retrieve personal files or contacts before my access was removed.
  Strongly disagree → Strongly agree (1–5)
• Please describe any issues you encountered with IT or equipment return that we should address.
  Optional — share any friction points or confusion in the IT offboarding steps.

Final Pay, Benefits, and Administrative Clarity

• I received clear and timely information about my final paycheck, including payout of accrued PTO or other owed compensation.
  Strongly disagree → Strongly agree (1–5)
• I was clearly informed about my benefits continuation options (e.g., COBRA, 401(k) rollover, life insurance portability).
  Strongly disagree → Strongly agree (1–5)
• HR provided me with all required documentation (e.g., separation letter, benefits summary, reference policy) in a timely manner.
  Strongly disagree → Strongly agree (1–5)
• If any administrative or benefits communication fell short, please describe what was unclear or missing.
  Your feedback helps us ensure departing employees leave with full clarity on their entitlements.

Manager and HR Support During Departure

• My manager handled my departure professionally and with respect throughout the offboarding period.
  Strongly disagree → Strongly agree (1–5)
• HR was accessible and responsive to my questions during the offboarding process.
  Strongly disagree → Strongly agree (1–5)
• I felt I could complete my remaining work without being made to feel unwelcome or marginalized after giving notice.
  Strongly disagree → Strongly agree (1–5)
• If your experience with manager or HR support during offboarding was a 3 or below, please share what happened.
  Specific examples help us coach managers and improve HR responsiveness during transitions.

Overall Offboarding Experience and Final Feedback

• Overall, how would you rate the quality of your offboarding experience?
  Strongly disagree → Strongly agree (1–5); consider the entire process from notice through your last day.
• Based on your offboarding experience, how likely are you to speak positively about this organization to others?
  1 = Very unlikely, 5 = Very likely. This is an eNPS-style indicator for employer brand during departures.
• What was the single most positive aspect of your offboarding experience?
  Help us understand what we should preserve and build on.
• What is the one change that would have most improved your offboarding experience?
  Be as specific as possible — your insight directly shapes process improvements.
• Is there anything else about your offboarding experience you would like to share?
  Any additional comments, suggestions, or observations are welcome.