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I work for one of the largest employers in my state (county government, ranked 22nd largest employer in the state) and last year management implemented a formal exit interview process. A colleague of mine who recently left indicated they asked a lot of question and he "felt" they sincerely wanted to know his reasons for leaving, what could they improve, etc. My plan is to leave in about one year once I hit my ten-year mark and get my final tuition reimbursement check. My employer touts itself as being a fair, ethical, progressive, equal opportunity, blah, blah, blah employer but once you pull back the veneer of their business-speak they really aren't any different than most employers.



After talking with my colleague I had thought when it comes time for my eventual exit interview I would be honest with them and tell them I'm leaving because I'm tired of their unethical promotional practices, tired of seeing unqualified people get jobs because they were part of some clique or friends with a manager, tired of the work-place cultural double standard between management and staff for things like punctuality, deadlines, etc., and tired of how condescending and snobby many managers are towards staff. But then I thought, screw it, it benefits me in no way telling them this and I imagine that kind of feedback would be viewed as "just a disgruntled employee." After all, the issues I have with my employer (and reasons I'm planning to leave) are systemic workplace culture issues that while I may see as an issues, others don't.



What are your thoughts on exit interviews for departing employees? Tell it like it is? Or just smile and wave boys, smile and wave?

Quoted:


My last day is tomorrow.



If they valued your opinion they would be paying for it.



Absolutely no personal good can come out of you venting.



None.

Quoted:
My last day is tomorrow.

If they valued your opinion they would be paying for it.

Absolutely no personal good can come out of you venting.

None.

Quoted:
If they valued your opinion they would be paying for it.

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Nothing good can come of it for the employee.  Sure, maybe nothing bad will either, but no matter what it's a bad gamble.

Some places might tie your payment of vacation time or severance to it though, find that out first.

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I'll be the dissenting voice here; giving honest feedback is not always wrong.



I'm not saying vent, I'm not saying make a big exit speech.  I'm saying that if you value your work in the company, it may be good to point out the good and bad things they did.  Maybe it's idealistic of me, but I like the idea of leaving organizations better that when I came to them and an exit interview may offer them some much needed insight.

Quoted:
Do you ever want to be able to come back to the company?
If yes, shut up.
If not, tell them the truth.

Quoted:
Never burn bridges behind you.

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BRIDGES ARE FOR BURNING, LIGHT "EM UP

Quoted:


Do you ever want to be able to come back to the company?

If yes, shut up.

If not, tell them the truth.

Quoted:
I work for one of the largest employers in my state (county government, ranked 22nd largest employer in the state) and last year management implemented a formal exit interview process. A colleague of mine who recently left indicated they asked a lot of question and he "felt" they sincerely wanted to know his reasons for leaving, what could they improve, etc. My plan is to leave in about one year once I hit my ten-year mark and get my final tuition reimbursement check. My employer touts itself as being a fair, ethical, progressive, equal opportunity, blah, blah, blah employer but once you pull back the veneer of their business-speak they really aren't any different than most employers.

After talking with my colleague I had thought when it comes time for my eventual exit interview I would be honest with them and tell them I'm leaving because I'm tired of their unethical promotional practices, tired of seeing unqualified people get jobs because they were part of some clique or friends with a manager, tired of the work-place cultural double standard between management and staff for things like punctuality, deadlines, etc., and tired of how condescending and snobby many managers are towards staff. But then I thought, screw it, it benefits me in no way telling them this and I imagine that kind of feedback would be viewed as "just a disgruntled employee." After all, the issues I have with my employer (and reasons I'm planning to leave) are systemic workplace culture issues that while I may see as an issues, others don't.

What are your thoughts on exit interviews for departing employees? Tell it like it is? Or just smile and wave boys, smile and wave?

Quoted:
You need to ask yourself:  "To what end?"    Iow, "How does it benefit me".  

Is it going to change them?    NO.


It might make you feel better for a couple minutes, but discression is the better part of valor.  

Never burn bridges.

1.What did you like most about your job?
Paycheck.  Other than a few other team members who I have learned from and are pleasant to work with there is nothing about this job I would say I “like”.  

2.What did you like least about your job and how do you feel it can be improved?  
The team and task management, specifically the lack thereof.  It can be improved by having someone over the team that:  1) understands the what our jobs support from the perspective of the people we are supporting and has at least some insight into how information is collected, analyzed, and reported before it reaches us; 2) has successful management experience in their background; 3) understands how to make a schedule when supporting 24/7 operations – this goes back to the second point; 4) knows how to manage a task that involves multiple companies – this goes back to the second point as well; 5) has a PM who had the ability to work on site the first 3 months this task was active; 6) have a PM who doesn’t manage this team primarily via email; and 7) have a PM who understands that, even though they are a supervisor, they are still a member of the team.  

3.Was the job realistically presented to you when you were hired?
Generally, yes.  However, I also told that this would be rotating shift work, which as September starts this will be my 4 month in a row on night shift, so that “rotating shift work” presentation that I was told before I was hired and immediately after I was brought on the team was deceitful.  

4.How would you evaluate the supervision you received?
I feel my answer to Question #2 answers this.  I would like to add that during my 7 years working in this field, 13 years in the military doing similar work, and working elsewhere in the private sector from when I was 15 until I entered this field, I cannot remember a worse manager and overall management experience than what I have had on this task.  In previous situations where I had ineffective supervisors, there was at least somewhere in the management apparatus, NCO support channel, or Chain of Command where I could go with issues and expect them to at least be addressed.  That is not the case on this task.  The Deputy PM position has effectively been neutered, the PM cannot handle basic management tasks nor has an understanding of what our team is supposedly supporting, and management above the level of this task has been so hands off that it gives me no confidence in anything ever being resolved that I am hesitant to ever bring anything to that level of management.  

Quoted:


What do you gain out from giving them a scathing exit interview? I would just smile and thank them