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Give honest feedback – This isn't realistic and shouldn't be asked of quiting employees I found I was able to give a whole big pile of feedback on a meeting wh

Give honest feedback – This isn't realistic and shouldn't be asked of quiting employees I found I was able to give a whole big pile of feedback on a meeting when I told my superior I wasn't really satisfied and was looking around. I gave a whole list of things to improve. Honestly it should have happened sooner, but that's on both me and the boss. EDIT: It seems I interpreted the words "honest feedback" much differently than other people in this thread.

jonnathanson 14y ago
I think the point is that, if things even need to come out in a big, cathartic meeting, then something's gone awry with the lines of communication. Either you've been keeping things bottled up, and have not made an adequate attempt to express your dissatisfaction (constructively), or your workplace/boss has created an atmosphere that is not conducive to such expression. Sometimes it's a bit of Column A and a bit of Column B. I'm not suggesting that people become habitual complainers. Rather, I'm suggesting that people learn the fine art of conveying frustrations and problems -- typically, along with proposed solutions -- as they occur. You're much more likely to get an adequate resolution if you speak up while the issue is still timely and addressable. And sometimes, hey, the issue can't or won't be resolved -- at which point, you can happily mention it in your exit interview, and nobody should be surprised. The point is, exit interviews shouldn't be chances to get it all off your chest. If you're walking into an exit interview with a bunch of things you haven't mentioned previously, then you've possibly missed an opportunity or two. (Exception, as previously stated: your workplace is particularly hostile to dissent, extremely political, strongly favors "cheerleader" types, etc.). Basically, one shouldn't find himself leaving a job over something that may conceivably have been correctible. He should leave when a problem is clearly intractible, and by "clearly," I mean he's attempted to address it and made zero headway.

jonnathanson 14y ago

I think the point is that, if things even need to come out in a big, cathartic meeting, then something's gone awry with the lines of communication. Either you've been keeping things bottled up, and have not made an adequate attempt to express your dissatisfaction (constructively), or your workplace/boss has created an atmosphere that is not conducive to such expression. Sometimes it's a bit of Column A and a bit of Column B. I'm not suggesting that people become habitual complainers. Rather, I'm suggesting that people learn the fine art of conveying frustrations and problems -- typically, along with proposed solutions -- as they occur. You're much more likely to get an adequate resolution if you speak up while the issue is still timely and addressable. And sometimes, hey, the issue can't or won't be resolved -- at which point, you can happily mention it in your exit interview, and nobody should be surprised. The point is, exit interviews shouldn't be chances to get it all off your chest. If you're walking into an exit interview with a bunch of things you haven't mentioned previously, then you've possibly missed an opportunity or two. (Exception, as previously stated: your workplace is particularly hostile to dissent, extremely political, strongly favors "cheerleader" types, etc.). Basically, one shouldn't find himself leaving a job over something that may conceivably have been correctible. He should leave when a problem is clearly intractible, and by "clearly," I mean he's attempted to address it and made zero headway.