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> Sometimes people say that “Well, how will the company get any better?” I suggest that that’s no longer your concern, and that the time for that has passed any
by karmakaze 4y ago
> Sometimes people say that “Well, how will the company get any better?” I suggest that that’s no longer your concern, and that the time for that has passed anyway. If you’re unhappy enough with the company to leave, then they’ve been doing things wrong for the duration of your employment.
And if we all do this, companies will blindly keep doing things poorly making it increasingly hard to find places worth working at. I would say that if you're in the position where any negative consequences from being candid at an exit interview are inconsequential, then by all means share.
- teg4n_ 4y agoExit interviews aren’t the only means of companies soliciting feedback. Many companies I’ve been at have a anonymous survey taken every 6 months of everyone in the company run by a third party. Surely if they have bad turnover they can look at the feedback in those kinds of things that led people to leaving.
- dijonman2 4y agoWhich are bs because the vendor can attribute feedback to your identity thereby causing a chilling effect. The only real way to stop these issues is to be proactive, not reactive.
- brnt 4y agoShut up and work, citizen!
- infotropy 4y agoPick up that can!
- sokoloff 4y agoWe’ve used a couple different vendors in this space and I was impressed with the overall anonymity preserving attempts. It’s not perfect (especially in free text fields where “this comment was translated from Dutch” when you have only one Dutch employee is a pretty fair “tell”). Our current tool is Peakon and it’s by far my favorite HR tool (which, to be fair is almost a content-free sentence, but Peakon is quite good IME). I have no reasonable way to reverse-engineer your score or your comments in general (I have some employees who sign theirs, preferring to put their name to their comments, which is fine by their choice).
- brnt 4y agoPsssj, many companies solely organise them to give those that need a place to cent a place to vent.
- waynesonfire 4y agosame can be said about exit interviews
- Adraghast 4y agoCan it? I would think you’d want to let people vent so they don’t leave. If they’ve already decided to leave, why not let them vent on their own time?
- makeitdouble 4y agoThe import bit to me is “the time for that has passed”: make the effort to better the company before leaving. Talk candidly (but politely) to your manager about things you think are going wrong and try to work out something from there. Don’t wait your exit interview to burst the dam, and don’t make your leaving a revelation that you were serious about these issues. In that sense, the exit interview should be useless.
- CharlesW 4y agoIn my experience this may put a target on your back. Some emperors do not like to be told that they have no clothes, even if the feedback is thoughtful and would improve the business. The (recently collapsed) startup I worked for thought their core technology was a differentiator, and I’d been suggesting benchmarks for a year so that we could publicly highlight advantages. A new head of QA benchmarked along a few dimensions. The results didn’t match what the leadership team had been telling customers, and it was taken very personally.
- makeitdouble 4y agoI hear you. Not all feedback is welcome. I would also expect those to be met with anger wether you’re leaving or not, so that wouldn’t be good at an exit interview feedback either, in my opinion.
- roflyear 4y agoBelieve me, exit interviews rarely change anything and they have a high risk of burning bridges. People are petty. You may think you don't need bridges with those people, but you might. In my experience, you will.