Comments on: Exit Interviews

By: Sinfanti

Sinfanti — Fri, 01 Aug 2008 01:33:48 +0000

Excellent and so on-the-mark. Corporate America at its finest.

By: Laurie

Laurie — Wed, 30 Jul 2008 19:51:55 +0000

@almostgotit No rejection here. UR so right.

By: almostgotit

almostgotit — Wed, 30 Jul 2008 15:02:53 +0000

..nor is it the job of ex-employees to fix someone else’s crappy company, either, thank you very much.

I think exit interviews were invented by someone with too much sensitivity training in an effort to keep irate ex-employees from going postal. “Here,” they say, soothingly. “put down the gun and tell us how you FEEL, instead.”

Rot and hogwash.

By: HR World » Blog Archive » More on Exit Interviews

HR World » Blog Archive » More on Exit Interviews — Tue, 29 Jul 2008 03:51:38 +0000

[...] Rock Human Resources wrote today about exit interviews and why she – Laurie – hates them. Would ya know it? She makes a WHOLE lot of [...]

By: Laurie

Laurie — Tue, 29 Jul 2008 03:44:43 +0000

@BadConsultant I’ve used your brand of exit interviews and online recruiting templates in the past with limited success; therefore, I’ll skip the HR2Blame Module and upgrade to the Senior Management 3.0 package. This time, I want extra fries with that.

@perrik Christ, your personal exit interview is gonna be CRAZY when you finally leave that place for your next superstar job. Keep up the good work, and remember to begin the session by thanking the employee for his/her service to the company. You’re there to listen to the complaints (as the employee has one foot out the door), but you’re also there to say thanks for making THIS COMPANY a better place to work. (Employees love to hear it, and frankly, I always meant it when I said it.)

By: perrik

perrik — Tue, 29 Jul 2008 03:18:23 +0000

Held the first unofficial exit interview – oh boy, he had a lot to say. And I couldn’t disagree with any of it. He gave great feedback on ideas I’d been kicking around, and brought up some issues that had never occurred to me. This was a GOOD idea. The interview was followed by a meeting of the rewards committee, where we discussed the morale problems and I learned even more. A lot of work needs to be done. I can’t leave this job yet. All this potential to make a measurable difference… (yeah, and look like a superstar in the process, I never said I didn’t have ulterior motives!)

Of course, I will have to do a big chunk of it on my own time – since I spent today doing things like faxing timesheet changes because someone worked 30 minutes longer than anticipated on Friday. Oh, and spent 90 minutes of actual paid working time to deliver a single envelope from my office to the medical center office because very little is done electronically or even via fax. Sigh. But I digress. And whine.

By: badconsultant

badconsultant — Tue, 29 Jul 2008 02:41:31 +0000

– If your supervisors and leaders aren

By: Rachel Robbins

Rachel Robbins — Tue, 29 Jul 2008 02:10:48 +0000

I love it when HR uses exit interviews as proof of a bad supervisor. If you know a supervisor is doing a bad job there’s proof before people quit and things you can do about it.

By: Ask a Manager

Ask a Manager — Tue, 29 Jul 2008 00:51:16 +0000

I so agree with this. I’ve written some rants about this too; it never fails to amaze me how few managers bother to check in on this sort of thing while there’s still time to do something about it.

By: Heather

Heather — Mon, 28 Jul 2008 21:49:43 +0000

When I left my last job… I was VERY honest about the exit interview. She asked me why there was such a turn over in people at my level and I flat out told her that it came down to the way people were treated, and the fact that the company was training the heck out of us, but then not paying us what we were worth, so it left us ripe for poaching.

I know it didn’t make a damn bit of difference in the way that that particular company did business.

But, I’m still glad I said it.

For what it’s worth, exit interviews do give SOME insight in to certain things, but you can’t make it a form to fill out. It needs to be a personal call, placed by someone professional who won’t get offended at the very unhappy people’s words. There are reasons you lose good people, and usually it’s because they don’t feel comfortable telling you WHY they’re unhappy.

We look at the process all wrong. We look at it as a process, but when you get to the heart of it all, it comes down to people.

Or maybe I’m just REALLY tired this Monday