4 ms·
A whole lotta nuance lost with this headline.. A good reminder to be cautious , but I don't think the absolute position justified.. I run voluntary exit inter
by pentaphobe 1y ago
A whole lotta nuance lost with this headline..
A good reminder to be cautious , but I don't think the absolute position justified..
I run voluntary exit interviews with departing engineers - I'm not in HR (more of an engineering advocate / practice lead) and any disclosure of content is entirely opt-in, as it's not remotely necessary.
The purpose of these exit interviews _actually is_ to make us better & hold leadership accountable. (And give an escape hatch to The SNAFU Principle [^1])
Ideally we wouldn't only learn this stuff when someone's leaving, but alas sometimes that's how it goes.
FWIW: generally collate insights and themes from these interviews, periodic skip 1:1s, etc.. and use them to report on broad trends we're doing well / sucking at.
For me these things are invaluable.
[1]: https://en.m.wikipedia.org/wiki/SNAFU_Principle https://en.m.wikipedia.org/wiki/SNAFU_Principle
- pentaphobe 1y agoTLDR: please don't stop doing exit interviews! (But do be very clear on who you're talking to and what their intention is.)
- RemainsOfTheDay 1y agoYou don't know what their intentions are. They are like the police or the car salesmen: they do this every day or so, you do it once every 5 years. If you're not careful, you won't even know what happened there, not until you see the consequences. Protect your own career and interests. The best thing one can do both for oneself and the remaining employees is vote with their feet. If enough employees do that, things may change. Don't burn bridges when you leave. I work for a boss whose anonymous yearly reviews are atrocious every single year. Nothing ever changes, he's still running the department. The organization is rotten to the top, and no honest feedback will ever change that. I bet not even most of us leaving.