Exit Interview
Discussion
So I left somewhere I've worked for 5 years recently. And the HR department (not at the same site) have sent me a letter with a questionnaire to fill in (if I want)
My official reasons for leaving are:
Money - 7% increase in basic.
Career progression - not that much, more a step back to hopefully go 2 forward in a couple years.
My unofficial reasons (re: What made me start looking) are
2 specific colleagues behaviour. Neither are management level. I'll avoid the long winded story for now. But essentially I got sick of them both. (Others are equally sick of them, but maybe not in a position to leave as easily as myself) And how they were dragging the atmosphere down on a daily basis with their nonsense.
So. Would you fill in the form, concentrating on the colleagues behaviour, I'm not planning on kicking the management, since you never know about the future. Or would you just think "who cares" and leave it.
Quite frankly I want to cause s
t for these 2 guys. It's probably going to make no difference. But I feel like I've been pushed out of a job, whilst not the best in the world, I was settled at.
Has anybody ever given a "relatively" bad exit interview? Were there repercussions?
I had one years ago, and that company seemed excessively paranoid I was being bullied!
I wasn't, just the next place was closer to my home and 4 grand a year more 
My official reasons for leaving are:
Money - 7% increase in basic.
Career progression - not that much, more a step back to hopefully go 2 forward in a couple years.
My unofficial reasons (re: What made me start looking) are
2 specific colleagues behaviour. Neither are management level. I'll avoid the long winded story for now. But essentially I got sick of them both. (Others are equally sick of them, but maybe not in a position to leave as easily as myself) And how they were dragging the atmosphere down on a daily basis with their nonsense.
So. Would you fill in the form, concentrating on the colleagues behaviour, I'm not planning on kicking the management, since you never know about the future. Or would you just think "who cares" and leave it.
Quite frankly I want to cause s
t for these 2 guys. It's probably going to make no difference. But I feel like I've been pushed out of a job, whilst not the best in the world, I was settled at.Has anybody ever given a "relatively" bad exit interview? Were there repercussions?
I had one years ago, and that company seemed excessively paranoid I was being bullied!
I wasn't, just the next place was closer to my home and 4 grand a year more I would argue that it isn't a "bad" exit interview. It is your honest opinion.
Bear in mind that the reason HR have exit interviews is because it's an opportunity for them to find out what "works" in the department/organisation and what doesn't. They can then either take action to address it or live with the consequences.
Bear in mind that the reason HR have exit interviews is because it's an opportunity for them to find out what "works" in the department/organisation and what doesn't. They can then either take action to address it or live with the consequences.
Countdown said:
I would argue that it isn't a "bad" exit interview. It is your honest opinion.
Bear in mind that the reason HR have exit interviews is because it's an opportunity for them to find out what "works" in the department/organisation and what doesn't. They can then either take action to address it or live with the consequences.
I always thought people in HR did exit interviews because their appraisal said they had to. Bear in mind that the reason HR have exit interviews is because it's an opportunity for them to find out what "works" in the department/organisation and what doesn't. They can then either take action to address it or live with the consequences.
ffc said:
I always thought people in HR did exit interviews because their appraisal said they had to.
Do you men appraisal or contract? I'm not sure why Exit Interviews would be referred to in appraisals (unless it was an exceptionally bad "clear your desk and hand in your ID to HR on the way out" type appraisal 
I've never come across a contract that said anybody HAD to do exit interviews. If this was the case you could pretty much answer "no comment" or "wibble" to each question and there isn't much that your employer can do!
Rich_W said:
I think he means that exit interviews are a tick box exercise.
Companies pretend to care. So do them. But don't really care or do anything off the back of them.
Sorry my misunderstanding.Companies pretend to care. So do them. But don't really care or do anything off the back of them.
I'm not sure I agree tbh. Why would they waste an hour of HR time if they genuinely didn't want to do them?
I agree that they might not accept the feedback, or they might dismiss it as the thoughts of a disgruntled employee. However if an MD gets 10 exit interviews saying the foreman couldn't manage an orgy in a brothel and that he was the reason the company was losing contracts and employees hand over fist, he'd be pretty stupid to ignore them.
Rich_W said:
So I left somewhere I've worked for 5 years recently.
My official reasons for leaving are:
Money - 7% increase in basic.
Career progression
My unofficial reasons are
2 specific colleagues behaviour. .
Quite frankly I want to cause st for these 2 guys. It's probably going to make no difference. But I feel like I've been pushed out of a job,..
There's your answer there. If you feel that way, tell them. They can choose to act on it or not.My official reasons for leaving are:
Money - 7% increase in basic.
Career progression
My unofficial reasons are
2 specific colleagues behaviour. .
Quite frankly I want to cause s
t for these 2 guys. It's probably going to make no difference. But I feel like I've been pushed out of a job,..Alternatively, treat it as most employers do a reference and write "Employee X worked at this employer between date A and date B".
If you really want to damn them, then the classic way to do that is with faint praise.
Whatever you say about them, say it in a calm and measured way. Calling them a pair ofs, while undoubtedly true if we take your word for it, would reflect more badly on you than it would on them. Maybe something along the lines of "I prefer to work in a more orderly manner than is possible in an environment which includes them".
Whatever you say about them, say it in a calm and measured way. Calling them a pair of
s, while undoubtedly true if we take your word for it, would reflect more badly on you than it would on them. Maybe something along the lines of "I prefer to work in a more orderly manner than is possible in an environment which includes them".singlecoil said:
If you really want to damn them, then the classic way to do that is with faint praise.
Whatever you say about them, say it in a calm and measured way. Calling them a pair ofs, while undoubtedly true if we take your word for it, would reflect more badly on you than it would on them. Maybe something along the lines of "I prefer to work in a more orderly manner than is possible in an environment which includes them".
Absolutely this. There is 99% chance that whatever you write will be ignored but, depending on your seniority, you may be surprised. I had one company where the exit interview was carried out by telling me to phone a number and then answer a series of questions using touch-tone ("Are you leaving for more money, press 1 for year and 2 for no"). I.e. they didn't care at all. But another company gave me the form to fill in and then I had a two hour interview with the HR Director (and an admin). I know form colleagues there that they actually did correct some of the issues I raised.Whatever you say about them, say it in a calm and measured way. Calling them a pair of
s, while undoubtedly true if we take your word for it, would reflect more badly on you than it would on them. Maybe something along the lines of "I prefer to work in a more orderly manner than is possible in an environment which includes them".But don't do a negative write up as it will come over as sour grapes. Do it as suggested above, by making back handed compliments and phrases with double meaning.
"I find it difficult to work in an environment where politics is more important than productive work"
etc.
Countdown said:
Do you men appraisal or contract? I'm not sure why Exit Interviews would be referred to in appraisals (unless it was an exceptionally bad "clear your desk and hand in your ID to HR on the way out" type appraisal
I've never come across a contract that said anybody HAD to do exit interviews. If this was the case you could pretty much answer "no comment" or "wibble" to each question and there isn't much that your employer can do!
I meant the HR person's appraisal. It's a tick box exercise. (sorry, I've just seen the answers above).I've never come across a contract that said anybody HAD to do exit interviews. If this was the case you could pretty much answer "no comment" or "wibble" to each question and there isn't much that your employer can do!
Flooble said:
singlecoil said:
If you really want to damn them, then the classic way to do that is with faint praise.
Whatever you say about them, say it in a calm and measured way. Calling them a pair ofs, while undoubtedly true if we take your word for it, would reflect more badly on you than it would on them. Maybe something along the lines of "I prefer to work in a more orderly manner than is possible in an environment which includes them".
Absolutely this. There is 99% chance that whatever you write will be ignored but, depending on your seniority, you may be surprised. I had one company where the exit interview was carried out by telling me to phone a number and then answer a series of questions using touch-tone ("Are you leaving for more money, press 1 for year and 2 for no"). I.e. they didn't care at all. But another company gave me the form to fill in and then I had a two hour interview with the HR Director (and an admin). I know form colleagues there that they actually did correct some of the issues I raised.Whatever you say about them, say it in a calm and measured way. Calling them a pair of
s, while undoubtedly true if we take your word for it, would reflect more badly on you than it would on them. Maybe something along the lines of "I prefer to work in a more orderly manner than is possible in an environment which includes them".But don't do a negative write up as it will come over as sour grapes. Do it as suggested above, by making back handed compliments and phrases with double meaning.
"I find it difficult to work in an environment where politics is more important than productive work"
etc.
I love that. Thanks
In my experience, exit interviews are the kind of thing used by companies with large HR departments. By definition, they are therefore large organisations, and consequently, they don't give a st about what you think. It's a box-ticking exercise.
If you have no concerns about burning your bridges, then use it as an opportunity to get stuff off your chest. Do not, however, expect it to make any difference. Don't even kid yourself that anyone will care about what you say.
I had an exit interview many years ago, and I let loose. I listed all the things I disliked, including the fact that my boss was regularly stealing (quite significantly) from the company. I even told them where the bodies were buried.
Arouund a year after I left, he was made Chief Executive.
t about what you think. It's a box-ticking exercise.If you have no concerns about burning your bridges, then use it as an opportunity to get stuff off your chest. Do not, however, expect it to make any difference. Don't even kid yourself that anyone will care about what you say.
I had an exit interview many years ago, and I let loose. I listed all the things I disliked, including the fact that my boss was regularly stealing (quite significantly) from the company. I even told them where the bodies were buried.
Arouund a year after I left, he was made Chief Executive.
Whenever I've been asked to do an exit interview, I've insisted on doing it with someone senior or not at all. I've been polite but frank about the reason: that if we're going to invest the time and energy in an interview, then it needs to be with someone who can act on what they hear.
I think one of those did actually have some impact, based on some changes I heard about later.
I think one of those did actually have some impact, based on some changes I heard about later.
a) crappy companies = box ticking
b) decent companies = how to improve, avoid issues (eg person hired had good skills but not a good org fit), eg Google, I think, doubled their maternity leave based on their exit interview data to stem a loss of female employees
For your exit interview, look on it as a possible way to make things better for the colleagues you liked/respected. Give a mix of positive & negative, with the negative ideally constructive. Limit the negative if you want to make a specific point, so it doesn't get lost in a wall of whining.
If your employer is (a), they're paying for your time so you can do it. Dont burn any bridges, and don't expect any positive outcome. Then anything is a bonus.
Employer (b) - think it out before and plan so you get a positive impression of you and clarity on the issues
b) decent companies = how to improve, avoid issues (eg person hired had good skills but not a good org fit), eg Google, I think, doubled their maternity leave based on their exit interview data to stem a loss of female employees
For your exit interview, look on it as a possible way to make things better for the colleagues you liked/respected. Give a mix of positive & negative, with the negative ideally constructive. Limit the negative if you want to make a specific point, so it doesn't get lost in a wall of whining.
If your employer is (a), they're paying for your time so you can do it. Dont burn any bridges, and don't expect any positive outcome. Then anything is a bonus.
Employer (b) - think it out before and plan so you get a positive impression of you and clarity on the issues
Edited by anonymous-user on Monday 12th September 22:17
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