Are you honest on exit interviews about your experience with what “really” happens while you were employed?

11 Comments

1. AnonymousApril 14,2022 at 5:43PM UTC

   If it's going to affect other employees, and I'm okay burning that bridge, then I will! But in my case, the UAV world is pretty small, so burning bridges anywhere could affect my career everywhere, so I just share a few smaller things. 100% share serious things like harassment, sexism, racism, etc.

2. AnonymousApril 14,2022 at 6:06PM UTC

   In one of my departures back in the day, I didn't get an exit interview, but was offered an "exit survey" if I cared to fill it out. Not ashamed to say I used the term "dumpster fire" at least once.

   I had no plans on going back, I was moving out of state, and anyone I would put down as a reference from that place was of the same mindset, so it was cathartic and kind of fun.

   I don't think it did a damn bit of good, but that's their baggage to carry, not mine.

3. Barb HansenApril 14,2022 at 8:39PM UTC

   I have been honest in both of the exit interviews that I have done. Interesting, I've left more jobs than two, but I've only had two exit interviews.

   I gave both interviewers the good and the bad on why I was leaving.

   1st company was a small startup in the early days of the internet - my exit interview was with the Founder/CEO and I had a good relationship with him and I felt I could speak freely.

   2nd company was a large international BI company that had formal exit interview processes - the company was big enough and I knew the HR person giving me my exit interview and I felt I could speak freely.

   If I felt that uncomfortable about the interview or I felt the information provided during the interview would be used against me, I would probably not speak freely.

4. Sophie JoernApril 14,2022 at 8:41PM UTC

   When I send out invites for exit interviews, I always hope for honesty, though I know a lot of employees leaving an organization are cautious when replying. An organization has no chance at improving without feedback, sometimes it just takes the right person to create positive change and honest responses from exiting employees might be the start! If you have suggestions or opportunities to improve, it never hurts to send them in, it might just land on the right person's desk.

5. AnonymousApril 14,2022 at 11:21PM UTC

   I feel it is important to provide feedback to the company that could help to improve their company and employee retention rates.

   I would ask "will this be effective if I share this information"?

6. David CallenApril 15,2022 at 12:17AM UTC

   Only if I genuinely believe that there is curiosity and interest in improving. The purpose of the exit interview is just that. To collect useful data to improve the employee experience or change the incentives to retain people. So the truer you are in that moment you are providing a gift to the organization as they can in theory improve themselves. My current organization has a process around this and is working to improve how it collects and uses the data - that is hopeful. I just ran an exit interview with one person and greatly appreciated their feedback, it will make me a better manager at the least and hopefully will also contribute to a better organization once data is fully collected and periodically reviewed for insights.

   I do not think it will be used against you in the future. That would take way too much effort. I would suggest being honest combined with being considerate or respectful.

7. AnonymousApril 15,2022 at 9:23AM UTC

   Only if its safe to do but I've never left a company that was good. I've only left companies that bullied me to the point of exhaustion.

8. AnonymousApril 15,2022 at 2:42PM UTC

   I know my company will freely share whatever I say with my manager.

   And since applications require the name of past supervisors, it doesn’t seem like it’s in my best interest to be truthful with HR.

   They read the Glassdoor reviews. They know what the issues are. Two colleagues who left shared that my boss is narcissistic, petty, borderline abusive and has no business being over our department.

   It made no difference.

9. AnonymousApril 15,2022 at 4:58PM UTC

   I discovered the hard way that toxic managers were a feature and not a bug.

10. JJApril 15,2022 at 3:13PM UTC

    Yes and then it all goes on Glassdoor too. You can be direct and still remain professional.

11. AnonymousApril 16,2022 at 1:39AM UTC

    Yes. I took screenshots of the messages and chats and compiled it with dates, times, and what was said. Sent it to HR. I was polite but very matter of fact in what happened.