Honesty in an exit interview

[nfotiu]

If there was anything I could offer that would make things better for the people still there, I'd provide it. Calling out a lazy coworker sounds petty and unnecessary.

Exit interviews are common around here in Virginia.

[fundmark19]

Ya no need to throw your co workers under the bus in an exit interview that is just how you make yourself look bitter and burn bridges. In mine I told them ways to make the company better for my friends who are still stuck working there. You never know how a new job will go so it is always nice to get the "you are welcome back anytime" line in case things go bad.

[Street Pharmacist]

Originally Posted by fotze

Its also possible that you are the problem and are totally oblivious to the fact. Probably about 50% of co-workers I know that really want to 'tell it like it is' in the exit interview are actually the problem themselves but believe it's everyone else that is wrong. And curiously enough the next company is full of idiots as well.

Always leave the possibility open that you yourself are an idiot and are unable to see it. I do.

Totally. I own two stores and have about 65 employees. Often the ones who are leaving disgruntled are the problem ones, but I still like to hear what they have to say. If there's patterns, then there's something I need to know about. Most times though I know what the problem is and am either dealing with it, or the employee leaving was the problem. Most employees who leave disgruntled from my employ so far, were the ones stirring up problems in their wake.

Lucky for me, there have been very, very few of them

[darklord700]

I'd never been honest in any of the exit interviews I've done. What's in it for me to be honest? I always tell them the goods and sugarcoating the bads. You never know, you might come back to the same company by choice or not.

And sometimes, I find the grass is not greener on the either side. I don't think my honest input will be put to any good use anyway by anybody so why bother.

[Ashartus]

Originally Posted by calgarygeologist

This is not meant to attack you in any sense but should managers and management be pro-active in looking for and addressing problems before they land on their desk?

Absolutely, and from my limited experience with exit interviews in most cases any problems that are brought forth are either issues that management is aware of and working on addressing or are associated with the person leaving not fitting with the corporate culture. However, sometimes junior staff discuss things among themselves that they aren't willing to discuss with their supervisors, for example, and even though management may be aware there are issues, getting more specific details makes it a lot easier to act on them.

[CaramonLS]

If it isn't going to make any difference, no matter how good you'll feel 'getting things off your chest' it isn't worth it.

Don't burn bridges. You'll never know when it will come in handy.

It's best to handle issues in a constructive manner while you are still employee and not just look like an ass, running your mouth as you run out the door.

[Resolute 14]

I would try to be honest about any problems, but also maintain a level of positivity regardless. Might allow you to make a point without burning bridges.

OTOH, scorched earth is always fun. When one of our security admins left a few years ago, a direct consequence of his exit interview involved a police investigation and resulted in the company firing a director.

[bubbsy]

i think it is valuable from a HR/managerial perspective to understand why folks, particularly your A-players/top talent, are leaving the organization, so exit interviews are a solid concept.

that being said, with the world getting smaller and smaller, especially if you work in a niche industry, i think it's best to not get too specific (ie. name names) when disclosing areas of dissatisfaction. Not burning bridges is more valuable to an employee than giving constructive feedback that could benefit the employer.

[Buff]

I had an exit interview when I left my last job about 8 years ago. It was more of my bosses taking me out for a beer at the end of the day and informally asking me what they did good and what they did bad. I told them that I loved the place and I loved working for them and the variety of work I did but the reason I left was money. They couldn't afford to pay me competitively because they made poor business decisions and the company was always struggling. I told them what I thought was the reason. They chased the big dream jobs and didn't pay attention to the small consistent jobs that could help bring money into the company so they could better chase those big dreams. A couple years later they "merged" with another company and then they left that 'new" company within a couple of years. I still remain in contact with them to this day.

[Buff]

My current workplace does do exit interviews with people, but only for management positions... well, there was this one guy who had an exit "interview". It went like this. "Things aren't working out, you don't work here anymore".

[bizkitgto]

I like the idea of treating the exit interview as a job interview. Try and turn everything into positive, be constructive when addressing problems and don't name names. It's a small world and people talk.

[GTX]

Organizational improvements with impact rarely occur as a result of exit interviews.

In large companies, exit interviews are an activity for many useless HR "Business Partners" as a way to justify their existence.

[Rerun]

Exit interview? LOL...I don't remember getting that as I was being hustled out the front door by Security...

[Peanut]

Originally Posted by fotze

Its also possible that you are the problem and are totally oblivious to the fact. Probably about 50% of co-workers I know that really want to 'tell it like it is' in the exit interview are actually the problem themselves but believe it's everyone else that is wrong. And curiously enough the next company is full of idiots as well.

Always leave the possibility open that you yourself are an idiot and are unable to see it. I do.

Haha totally this. The "tell it like it is" people are almost always their own problem.

Anyways. I would be honest in an exit interview, but I've never really had too much negative to say. I'm leaving for reasons they probably should know about - better pay, better opportunities for development, better projects, etc.

[FurnaceFace]

I think it's reasonable to be balanced. I'd say instead of treating it like an interview, treat it like a performance review. Identify what the company does well and what could be improved and/or what would have kept you from looking.

I recall two cases where employees were honest with the company about why they left and in both cases management took their comments extremely serious. In one case there were issues with management which were addressed and in the other it was more process and work balance focused which also resulted in a different approach from senior management.

I think in Calgary at least, the market for good people is very competitive and companies hate losing someone they spent time on. The good companies want to know if they could have prevented you from leaving.

[Clarkey]

I changed roles within my company, I have an exit interview scheduled with HR next week (my previous manager won’t be there). Is this type of ‘internal exit interview’ common?

My previous area has seen a high level of turnover and I believe these interviews are a result of higher level management asking what the heck is going on. My plan is to talk about what is positive, what the problems are and then provide my suggested solutions without specifically mentioning my previous manager as to attempt to stay somewhat diplomatic even though most of the problems can be directly attributed to him.

[-TC-]

Originally Posted by Clarkey

I changed roles within my company, I have an exit interview scheduled with HR next week (my previous manager won’t be there). Is this type of ‘internal exit interview’ common?

My previous area has seen a high level of turnover and I believe these interviews are a result of higher level management asking what the heck is going on. My plan is to talk about what is positive, what the problems are and then provide my suggested solutions without specifically mentioning my previous manager as to attempt to stay somewhat diplomatic even though most of the problems can be directly attributed to him.

it's a good strategy.

[Sylvanfan]

Depends on who is doing it. If it is your immediate supervisor that you have raised your concerns with and did nothing, or if t's someone else. Fotze has a point though, the people want to rant likely are the ones the companre indifferent on.

[OzSome]

Originally Posted by bizkitgto

I like the idea of treating the exit interview as a job interview. Try and turn everything into positive, be constructive when addressing problems and don't name names. It's a small world and people talk.

I totally agree. Don't leave in a bad term no matter how crappy your former employer was. You don't want them to get back at you when a potential company to work call them for reference. I know it is illegal for companies to give you crappy reference but sometimes they'll say no comment on so and so, it means your former employer does not say something bad about you to avoid getting in trouble.

[btimbit]

Exit interview....?

My 'exit interviews' go as follows.

If it was good employee: "bye"

Bad employee: "get the hell out"

Short and sweet