My answer to the "crucial question" would be: "Go talk to your top talent to find out." Why wait until I despise this company after years of service to you to ask my personal opinion? You never cared to listen to my thoughts and ideas while I was employed here. The real question Mr./Mrs. Exit Interviewer, is what have you learned as a result of my resignation letter showing up on your desk?
If a person is leaving, the high likelihood is that they voiced the issues that led to their departure well in advance and tried to get help with them. I'm looking for other opportunities now. If I get asked what they need to improve, I'll tell them "I already communicated those things to my managers in a timely manner. Just ask them". Most employees don't get passes for "falling asleep at the wheel". When the departure occurs, the fact is management didn't ask or didn't help because they didn't care. The vantage from the bubble was too comfortable to worry about their subordinates.
No job I ever had gave me or any other departing employee an exit interview. That was true even when the separation was amicable. I did have one job that would conduct an annual evaluation, but that was a one-sided process that gave only the employer an opportunity to express their future expectations of me and to address any complaints stemming from my performance. Both items became matters of official record kept by the employer for a rainy day.
Last 2 jobs I left, I wasn’t offered an exit interview because my managers and head of department didn’t want to want me to point out their many failings in front of HR.
Little late in the game to ask , " why are you leaving ? ". Did Williams F1 need to ask George Russel that question ? People leave for somewhere better or get fired for failure. Match or beat the other offer to keep the employee if you want. Watch Mad Men.
My answer to the "crucial question" would be:
"Go talk to your top talent to find out."
Why wait until I despise this company after years of service to you to ask my personal opinion?
You never cared to listen to my thoughts and ideas while I was employed here.
The real question Mr./Mrs. Exit Interviewer, is what have you learned as a result of my resignation letter showing up on your desk?
If a person is leaving, the high likelihood is that they voiced the issues that led to their departure well in advance and tried to get help with them. I'm looking for other opportunities now. If I get asked what they need to improve, I'll tell them "I already communicated those things to my managers in a timely manner. Just ask them". Most employees don't get passes for "falling asleep at the wheel". When the departure occurs, the fact is management didn't ask or didn't help because they didn't care. The vantage from the bubble was too comfortable to worry about their subordinates.
No job I ever had gave me or any other departing employee an exit interview. That was true even when the separation was amicable.
I did have one job that would conduct an annual evaluation, but that was a one-sided process that gave only the employer an opportunity to express their future expectations of me and to address any complaints stemming from my performance. Both items became matters of official record kept by the employer for a rainy day.
Never do an exit interview for free.
It's basically free consulting.
Last 2 jobs I left, I wasn’t offered an exit interview because my managers and head of department didn’t want to want me to point out their many failings in front of HR.
Never do an exit interview. There can be no upside, just things they are likely to pass on to your new company.
Great video! :)
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Little late in the game to ask , " why are you leaving ? ".
Did Williams F1 need to ask George Russel that question ?
People leave for somewhere better or get fired for failure.
Match or beat the other offer to keep the employee if you want.
Watch Mad Men.