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The poster argues that there's only downsides because if you say something that makes the management angry, they will probably badmouth you to another employer.

The poster argues that there's only downsides because if you say something that makes the management angry, they will probably badmouth you to another employer. This is poorly thought out for a few reasons: First, if you care about your coworkers, leaving critical feedback can help to make things better for them. Even though you're no longer working with them, they may still be valuable connections later on. Secondly, exit interviews typically aren't emotionally weighed, at least in my experience. It's strictly business related. Usually, reasons have included things like getting a better offer elsewhere and/or stagnating with the current company, which is fair. If I've had issues with a coworker or manager, I would leave that feedback and simply not use them as a reference. Finally, speaking of references, I'd wager to say that most people secure a new job before they leave their current one, which means that any harsh feedback won't be used negatively. Or they could solicit feedback from someone else who they hopefully didn't have a problem with. Overall, of course you don't want to burn bridges. Just keep it professional. Saying that exit interviews are a trap that never have any benefit is rather short-sighted and frankly selfish. Most companies will use that feedback to improve things if they can.

toomuchtodo 5y ago
I would like to gently rebut some of your points. If you care about your coworkers, find them other jobs or help them in doing so. You’re not changing corporate culture nor your colleagues’ day to day experience with an exit interview. More so if they're underpaid. With regards to references, have a network of colleagues you can rely on regardless of your current role or org. Everything is temporary. Exit interviews aren’t a trap, but they have no value to the person leaving nor will the org take any lessons from it. It’s theater, the illusion of concern. The only metrics valued by the business are hiring difficulty and attrition rates, and even then, as long as revenue is maintained, those metrics can go fairly sideways before the business makes changes (to the detriment of employees).
- Minor49er 5y ago
  Some people will help their coworkers to find new jobs if they are also looking. But it's also possible that those coworkers are not hitting the same problems, or have not endured them to the same extent that would cause them to look for new jobs. I agree about having a lot of references. I don't think that is a rebuttal to anything I mentioned previously. You believe that the exit interview is purely for show? If it's an illusion of concern, why would a company even bother given that the employee is already out the door?
  - toomuchtodo 5y ago
    The HR professional’s time is a sunk cost, there is no extra cost to perform the exit interview as a salaried employee.

toomuchtodo 5y ago

I would like to gently rebut some of your points. If you care about your coworkers, find them other jobs or help them in doing so. You’re not changing corporate culture nor your colleagues’ day to day experience with an exit interview. More so if they're underpaid. With regards to references, have a network of colleagues you can rely on regardless of your current role or org. Everything is temporary. Exit interviews aren’t a trap, but they have no value to the person leaving nor will the org take any lessons from it. It’s theater, the illusion of concern. The only metrics valued by the business are hiring difficulty and attrition rates, and even then, as long as revenue is maintained, those metrics can go fairly sideways before the business makes changes (to the detriment of employees).

Minor49er 5y ago
Some people will help their coworkers to find new jobs if they are also looking. But it's also possible that those coworkers are not hitting the same problems, or have not endured them to the same extent that would cause them to look for new jobs. I agree about having a lot of references. I don't think that is a rebuttal to anything I mentioned previously. You believe that the exit interview is purely for show? If it's an illusion of concern, why would a company even bother given that the employee is already out the door?
- toomuchtodo 5y ago
  The HR professional’s time is a sunk cost, there is no extra cost to perform the exit interview as a salaried employee.