Just a curious question for HR folks regarding exit interviews after many years in my career...

13 Comments

1. AnonymousNovember 22,2021 at 5:03PM UTC

   The exit interview is generally shared with management since the purpose of gaining feedback is to better understand what us going on with the organization and where it can be improved or avoid issues in the future. Depending on the company, some feedback is welcomed and other feedback is explained away or justified or ignored.

2. Joan Williams, Senior Talent Acquisition SpecialistNovember 22,2021 at 6:05PM UTC

   I can't believe companies are still doing these. I don't see what you have to gain by doing this. Listen, if they wanted to be a better workplace, they'd already be one.

3. Kathi ElsterNovember 23,2021 at 6:55PM UTC

   Don't burn bridges. Always keep the door open.

4. Robyn McCabria KelsoNovember 23,2021 at 7:01PM UTC

   I came to say I thought stay interviews were more instructive, although exit interviews can be helpful, too.
   But both are premised on assuming the company wants to affect change.

5. RosemaryacNovember 23,2021 at 10:53PM UTC

   Exit interviews play an important role. The feedback management gets is made up not only of what you have to say, but what others say as well. There may be common threads that they aren't aware of. It also gives employees a voice, whether or not management does anything with the feedback. Well-considered comments in an exit interview show that employment is a two-way street and one point of view does not provide a complete picture and is inadequate for assessing a situation.

6. MarciaNovember 24,2021 at 1:58PM UTC

   I’m not in HR, but I know in my company exit interviews are taken very seriously and shared where appropriate. I am a regional manager and when people leave HR does the exit interview-sometimes (not always) I get a transcript of it, sometimes I get a partial depending on what the issues are. I use it as a learning tool to make me a better manager for my team. Sometimes it’s actually kudos to me and then HR sends it to my boss as well.

7. Hilary OborghayujieNovember 24,2021 at 2:24PM UTC

   I do not think I have experience in this topic, though reading through the comments I learnt something.

   Thank you

8. April Donnell-SurgantNovember 24,2021 at 2:38PM UTC

   My company has only recently started sharing the exit interview feedback to us (leadership). Sometimes we make changes based off of the feedback, but it really depends on how the associate left and the feedback itself. Also, HR never pressures us to make any specific changes based off of the feedback.

9. Kimberly OlmoNovember 24,2021 at 5:10PM UTC

   I can say the major retailer I worked in corporate for clearly did nothing with feedback as the reviews on Glassdoor for the position (which is still a revolving door) all mention similar things and it’s been a decade since I’ve left.

   What shouldn’t happen but did…I left another company. I was young and should not have been so specific in my exit interview. I praised a list of people but did criticize someone who was a horrible person. Ran into them five years later at a trade show. The look of venom they shot at me let me know HR had told them what I felt about them. Lesson learned though.

10. Shelby CNovember 24,2021 at 10:44PM UTC

    Not. A. Thing. at any of the corporations I worked for which was disheartening when you would see measurable trends that could be easily fixed. Companies don't realize how expensive it is to backfill a position until they are through the 90-day probationary period. When you invest in your employees' health and well-being, you are also investing in the company. Not only is it the right thing to do, it is less expensive.

11. Kim CallinanNovember 27,2021 at 4:53AM UTC

    We regularly review feedback from exit interviews and make adjustments.

12. AnonymousDecember 1,2021 at 7:42PM UTC

    I have been in HR almost all of my career. I have been in some companies that have an exit interview process and some that do not. Those that did took it seriously and looked for continuous improvement. Items was not always fixed overnight. However, because of exit interviews I have witnessed managers demoted, involuntary terminated, or written up because of them. We made improvements in some areas that we did not previously realize. I have seen them to be helpful, but that was because we acted on it and everyone relevant was given a copy. It went all the way to our general counsel and CEO. The one thing we always told our staff was that it was not confidential and if they said something it would be acted on.

13. AnonymousDecember 2,2021 at 7:11PM UTC

    Thank you for all of the feedback! I accepted a new position last week and have my exit interview next week. I filled out the exit survey today. There has been a literal mass exodus of people leaving (especially in my role) due to how bad things are. My boss encourages me to be open and honest, so, I have been. It might sound harsh, but I have stuck to facts and to what things I have experienced. I have heard from my manager that the management very much blames the person leaving ("They weren't a good fit", "They couldn't hack it", etc.) and whenever other managers recommend really looking into the feedback they are getting, it is met with much resistance. So, not sure much will change, but at least I can say my piece and leave it behind me. Maybe it'll get better for who is left, maybe not.