2 ms·

I expressly declined to participate in my last one. After researching the topic online, I found that there's negative value to the employee in those interviews

I expressly declined to participate in my last one. After researching the topic online, I found that there's negative value to the employee in those interviews. For example: complaints will get back to managers, reducing their value as references. They serve no higher purpose other than to make things easier for the employer in the event of a post-departure lawsuit.

slantyyz 13y ago
>> For example: complaints will get back to managers, reducing their value as references. Isn't it a good practice to only use references who are already in your back pocket? >> They serve no higher purpose other than to make things easier for the employer in the event of a post-departure lawsuit. In my mind, the only purpose they serve is to justify the existence/value of the HR department.
- mason55 13y ago
  > In my mind, the only purpose they serve is to justify the existence/value of the HR department. You guys must not have any management or team lead experience. I'm an engineering manger who does a lot more engineering than managing but that said, if someone is leaving my team I'd like some time to sit and discuss why for my own benefit. Feedback on things we can improve, things that work well, etc. I'm sure big companies have shitty exit interviews but if you're a team lead or manager and you don't want to discuss why your employee is leaving then you seriously need to reexamine your management philosophy.
  - slantyyz 13y ago
    Well, I've got more than 10 years of management and team lead experience. You don't need an exit interview. I usually know when people are unhappy before they even quit. While I do not try to be friends with people who have worked for me, they've known me to be straightforward and honest and to not be a puppet of the higher ups. Most of them have had no issue letting me know their grievances as they occur during normal working life, and they have a good idea of what changes are within my scope of control and those that are not. Also, the best time to ask those questions is when you're being handed the resignation letter. If your track record with the employee is good, i.e., they know you don't get bitter about them leaving, you'll probably get pretty honest and truthful responses. A formal exit interview in my mind is a waste of time.

slantyyz 13y ago

>> For example: complaints will get back to managers, reducing their value as references. Isn't it a good practice to only use references who are already in your back pocket? >> They serve no higher purpose other than to make things easier for the employer in the event of a post-departure lawsuit. In my mind, the only purpose they serve is to justify the existence/value of the HR department.

mason55 13y ago
> In my mind, the only purpose they serve is to justify the existence/value of the HR department. You guys must not have any management or team lead experience. I'm an engineering manger who does a lot more engineering than managing but that said, if someone is leaving my team I'd like some time to sit and discuss why for my own benefit. Feedback on things we can improve, things that work well, etc. I'm sure big companies have shitty exit interviews but if you're a team lead or manager and you don't want to discuss why your employee is leaving then you seriously need to reexamine your management philosophy.
- slantyyz 13y ago
  Well, I've got more than 10 years of management and team lead experience. You don't need an exit interview. I usually know when people are unhappy before they even quit. While I do not try to be friends with people who have worked for me, they've known me to be straightforward and honest and to not be a puppet of the higher ups. Most of them have had no issue letting me know their grievances as they occur during normal working life, and they have a good idea of what changes are within my scope of control and those that are not. Also, the best time to ask those questions is when you're being handed the resignation letter. If your track record with the employee is good, i.e., they know you don't get bitter about them leaving, you'll probably get pretty honest and truthful responses. A formal exit interview in my mind is a waste of time.