Exit Interview Checklist for Trades & Construction
A structured checklist for conducting an effective exit interview that gathers honest feedback, identifies retention risks, and supports continuous improvement.
Compliant with Safe Work Australia requirements, state WHS legislation, and Building Code of Australia (NCC) documentation standards.
Complete Checklist
- 1Schedule the exit interview during the team member's last week of employment
- 2Assign an appropriate interviewer, ideally not the team member's direct managerCritical
- 3Prepare the exit interview questions covering key topic areas
- 4Create a comfortable and private setting for the conversation
- 5Explain the purpose of the interview and how feedback will be usedCritical
- 6Assure the team member that their responses will be treated confidentially
- 7Ask about the primary reasons for leaving the businessCritical
- 8Discuss the team member's experience with their manager and leadership
- 9Explore job satisfaction including workload, role clarity, and career growth
- 10Gather feedback on workplace culture, team dynamics, and communication
- 11Ask about remuneration and benefits relative to expectations
- 12Inquire about training, development, and career progression opportunities
- 13Ask for suggestions on what the business could do differently
- 14Thank the team member for their contribution and wish them well
- 15Job card the interview responses and report key themes to managementCritical
Frequently Asked Questions
Who should conduct the exit interview?
Ideally someone from HR or a senior manager who is not the departing team member's direct supervisor. This encourages more honest feedback since the team member may have concerns about their manager. In small businesses without HR, consider using an external consultant or a trusted manager from a different area. The interviewer should be a good listener and remain non-defensive.
How should exit interview data be used to improve the business?
Aggregate responses over time to identify recurring themes rather than reacting to individual feedback. Look for patterns across multiple exits such as consistent concerns about management, compensation, or career development. Present summarised findings to leadership quarterly with recommended actions. Track whether changes made in response to feedback lead to improved retention.
What are the best questions to ask in an exit interview?
Focus on open-ended questions such as: What prompted you to start looking for a new role? What did you enjoy most and least about working here? How would you describe the management style? What could we have done to keep you? What would you change about this workplace? What advice would you give to your successor? These questions encourage detailed, useful responses.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.