I also think they are stupid because, given I want to leave a business why would I offer them helpful feedback when they didn't listen to me when I was part of the business and because of their not listening decided to leave.
Yes exactly. And besides it's not like they will make things better anyway and do something about it. Like the most common complaint is not enough pay. Then they have people do surveys on what can they do to make it better: pay more money.....okay that goes in one ear and other so why even bother wasting a person's time when clearly they will do nothing about it that
Thanks for uploading this! I’m on my way out in 10 days, and I will not subject myself to this idiotic process, If they didn’t care to ask before, they don’t need to know now.
Make sure the 'stay interviews' are anonymous or they're useless. 360 interviews are a joke where your boss and HR can find out what you say and then fire you
as an employee that has given notice, I would think a meeting BEFORE then to say why do you want to leave? Can we make some adjustments? But no... I gave my notice, and nothing.... just a request to give a specific 'last day' so they can find a replacement... and this is after working with this company 15 years... No write ups, no conflicts. My reason for leaving? I asked for a different schedule, after being on the same one for over 10 years... I simply wanted a day off mid week that was scheduled. That was it. No talking about it no negotiation, just NO. And I promised myself that if they were not going to be flexible, not going to even discuss any alternatives, that I was going to quit. I cannot work with a company that is so disconnected from it's employees... we are just numbers. I gave them 2 MONTHS notice to find the replacement, but now I am thinking that was too much... what do you say? Can I 'edit' my end date? Would this give them cause to say anything negative about me if they were called about my employment history?
Ann, do what is in your best interest and what causes the least amount of suffering for you. That could mean leaving sooner or sticking it out. I hope things improve for you wherever you end up!
I’ve at been at a company for 20 years ,I’ve been on every safety committee and I’m out spoken but respectful, i give just as much positive feedback as in things I think can be improved on, if I see a problem I try to follow it up with a possible solution, I have learn to operate 90% of equipment and have a perfect safety record and recently turned in my two weeks notice ,the issue I turned in my resignation for I have tried tirelessly to get resolved with the company, I made a detailed list of all the things that I liked about the company and things that I thought need improvement , I work very hard for my last two weeks for the past 20 years I’ve been team player and if you think that there’s no value in Knowing why somebody would walk away from a company after so long then your part of the problem my friend!
jaimewanda This entire video is about how important it is to get that kind feedback from dedicated employees like you before they leave. The problem you accuse me of being a part of is the very problem the video is about solving.
I appreciate your insights, but actually find exit interviews extremely helpful... in particular for employees that you would be happy to rehire in the future. It's a last chance to make them feel valuable/important/wanted. So if/when their new job isn't everything they had hoped it would be, they might just remember that exit interview and the things you shared with them.
Thanks for the thoughtful comment. I completely agree: Having a conversation with someone in the organization who expresses appreciation for their contributions and leaves the door open for a return is terrific. I don’t think a formal exit interview process is needed for this to happen, though if that’s how they’re being used where you work, then great. My disdain for exit interviews is as a process to ask for employee input about concerns or necessary changes. In this way, they are usually (but not always) a waste of time. We should be asking such questions much much earlier in the employee experience.
I have an exit interview later with 3 managers and no HR. Your last point really hit for me. Why do they wanna bother me with an interview on my second to last day when they could be spending that time talking with eachother about how to improve going forward
A problem Im seeing is that workers dont trust their company not to use their feedback against them. Instead of taking feedback constructively, companies can instead use it to gauge "flight risks" and act accordingly.
Great idea. But where’s the guarantee the interview team is going to be honest? On my verge of leaving the organisation, I need to be careful. Any comments will be appreciated. Thanks.
I found this video because I was researching for my Senior Exit Interview because it’s like in 2 days from now and I’m panicking. But I didn’t even know that some businesses make people do exit interviews like I thought explaining why I should graduate is stupid but this is also really dumb. You should not have to justify leaving by giving feedback. Like how I shouldn’t be giving feedback to a school that has made me want to die every day of my life. I don’t even like summer but high school made me love it
All the tools and approaches to employee engagement I agree with. It is essential to listen, act and engage with your employees. As you say this focusses on the existing workforce in the present and can assist in reducing turnover and a disengaged team. However, exit interviews can bring to the surface serious issues that employees did not want to raise whilst employed i.e. sexual harassment, bullying and other toxic behaviours. Often this feedback may be spurious, but in my 17 years experience in HR within healthcare, hotels and retail it is very useful to be able to have this information. It can safeguard against legal challenges , allow opportunity to address toxic behaviour from individuals and groups. With respect I fail to see how this is then stupid exit interviews elicit positive change. Even if this is on the rare occasion.
Sam, thanks for the insightful comments. Your last sentence actually reinforces my argument. It is rare for exit interviews to reveal the kind of serious issues you describe. When we look at the ROI of time, effort, process, etc. those resources are far more fruitful when devoted to stay interviews which not only increase engagement, morale, performance, and more, but will also draw out the very issues you name in advance of them leading a good employee to leave.
This was a long time ago when I worked in a certain "well known" theater. A certain (disliked) female manager loudly called to, Cosandra C. about taking her exit interview. Cosandra loudly laughed in her face from the hallyway, flipped the bird, and went into the locker room to change for her last shift. As I recall, the manager pursued and insisted she was required to take the exit interview. I believe she still declined as she knew her rights.
My company sucks so much I have no qualms about burning that bridge. The turnover is insane, the job gruelling on the body and the management completely insufferable... The chance they'll still be operating in 5 years time is a coin toss and the chance of me returning is approximately 0%. They did not give one single fuck what I or any of their employees thought while I worked there and now they have the audacity to pretend they care now that I'm quitting? Please...
I totally get the sentiment, and the advice, but it's also given with the belief that people will walk into these interviews without the wherewithal to tamper their ego and be professional with their answers. If you really can't collect yourself enough to act like an adult (and let's be honest, many adults can't) then maybe you shouldn't do it. But this video is aimed at the employer, not the employee. But I say, play their game, go into the interview bright eyed, bushy tailed, and enthusiastic to entertain their machiavellian agenda to suss out your motivations. Be positive, happy, and pretend as they do that nothing is actually wrong. Don't glad hand, don't tell them where you're going, don't bad mouth the company, just give them the opposite of the reaction they are expecting and leave them wondering. Smile and pretend everything is perfect, because that's what they want to hear. Kill them with kindness, in other words. Sure you may come across like Patrick Bateman if you overplay it, but at some point, they'll be sitting there wondering why they're seeking responses from a person who's leaving when they'd seem perfectly happy to stay, but they'll have no choice but to write down for their records that you demonstrated professional camaraderie, and a good attitude. If you really want to stick it to them, treat them the way they treat you, an asset to keep in your back pocket to whip out one day as a reference long after you've moved on. That's really the ultimate way to stick it to them. They used you. Use them back.
I think it ultimately depends where you work. If you work for a large corporate company where all employees are essentially faceless then I agree, your words will be worthless and potentially harmful to you. As for 360 degree reviews, in theory good, in reality NO! These are my colleagues: 1. People who will only say what they think you may want to hear. This is nice and therapeutic but .... 2. The narcissist/sociopath, 50+% it would seem. Likely just getting their narcissistic supply at your expense. i.e. utilizing this as a good devaluing tool that will likely not be remotely related to who you are because they are not really seeing you at all. They have no interest in you. 3. People saying what they have heard 1 and 2 say. We live in a post truth world so 360 degree reviews are just added paperwork. Also, you are either honest with yourself or not. In both cases a 360 review does not help.
Lol, this guy says don't do exit interviews because an employee on their way out won't be honest... but somehow employees that are relying on the company for their healthcare and wages will be more honest? I've seen plenty of attempts to "solicit feedback" from employees that backfired. I would NEVER be honest in a company survey, "stay interview", town hall, or anything else. The trust isn't there, and shouldn't be there with any employer.
I also think they are stupid because, given I want to leave a business why would I offer them helpful feedback when they didn't listen to me when I was part of the business and because of their not listening decided to leave.
Yes exactly. And besides it's not like they will make things better anyway and do something about it. Like the most common complaint is not enough pay. Then they have people do surveys on what can they do to make it better: pay more money.....okay that goes in one ear and other so why even bother wasting a person's time when clearly they will do nothing about it that
Thanks for uploading this! I’m on my way out in 10 days, and I will not subject myself to this idiotic process,
If they didn’t care to ask before, they don’t need to know now.
I like the idea of "Stay Interviews". Your ideas are great for all types of managers, not just healthcare organizations.
Thanks for the kind words...glad to be of help!
Make sure the 'stay interviews' are anonymous or they're useless. 360 interviews are a joke where your boss and HR can find out what you say and then fire you
Exactly. It's really short-sighted to start punishing employees for honest feedback, even if it is harsh or not what the employer wants to hear.
I don't do exit interviews. What, they gonna stop me from leaving?
Exactly. Plus it’s never for YOUR benefit it’s for THIERS.
as an employee that has given notice, I would think a meeting BEFORE then to say why do you want to leave? Can we make some adjustments? But no... I gave my notice, and nothing.... just a request to give a specific 'last day' so they can find a replacement... and this is after working with this company 15 years... No write ups, no conflicts. My reason for leaving? I asked for a different schedule, after being on the same one for over 10 years... I simply wanted a day off mid week that was scheduled. That was it. No talking about it no negotiation, just NO. And I promised myself that if they were not going to be flexible, not going to even discuss any alternatives, that I was going to quit. I cannot work with a company that is so disconnected from it's employees... we are just numbers. I gave them 2 MONTHS notice to find the replacement, but now I am thinking that was too much... what do you say? Can I 'edit' my end date? Would this give them cause to say anything negative about me if they were called about my employment history?
Ann, do what is in your best interest and what causes the least amount of suffering for you. That could mean leaving sooner or sticking it out. I hope things improve for you wherever you end up!
just go bro ..ul feel alot better
I’ve at been at a company for 20 years ,I’ve been on every safety committee and I’m out spoken but respectful, i give just as much positive feedback as in things I think can be improved on, if I see a problem I try to follow it up with a possible solution, I have learn to operate 90% of equipment and have a perfect safety record and recently turned in my two weeks notice ,the issue I turned in my resignation for I have tried tirelessly to get resolved with the company, I made a detailed list of all the things that I liked about the company and things that I thought need improvement , I work very hard for my last two weeks for the past 20 years I’ve been team player and if you think that there’s no value in Knowing why somebody would walk away from a company after so long then your part of the problem my friend!
jaimewanda This entire video is about how important it is to get that kind feedback from dedicated employees like you before they leave. The problem you accuse me of being a part of is the very problem the video is about solving.
I appreciate your insights, but actually find exit interviews extremely helpful... in particular for employees that you would be happy to rehire in the future. It's a last chance to make them feel valuable/important/wanted. So if/when their new job isn't everything they had hoped it would be, they might just remember that exit interview and the things you shared with them.
Thanks for the thoughtful comment. I completely agree: Having a conversation with someone in the organization who expresses appreciation for their contributions and leaves the door open for a return is terrific. I don’t think a formal exit interview process is needed for this to happen, though if that’s how they’re being used where you work, then great.
My disdain for exit interviews is as a process to ask for employee input about concerns or necessary changes. In this way, they are usually (but not always) a waste of time. We should be asking such questions much much earlier in the employee experience.
I have an exit interview later with 3 managers and no HR. Your last point really hit for me. Why do they wanna bother me with an interview on my second to last day when they could be spending that time talking with eachother about how to improve going forward
A problem Im seeing is that workers dont trust their company not to use their feedback against them. Instead of taking feedback constructively, companies can instead use it to gauge "flight risks" and act accordingly.
Great idea. But where’s the guarantee the interview team is going to be honest? On my verge of leaving the organisation, I need to be careful. Any comments will be appreciated. Thanks.
Thanks for the comment! The video makes the argument to NOT do exit interviews for this very reason.
I found this video because I was researching for my Senior Exit Interview because it’s like in 2 days from now and I’m panicking. But I didn’t even know that some businesses make people do exit interviews like I thought explaining why I should graduate is stupid but this is also really dumb. You should not have to justify leaving by giving feedback. Like how I shouldn’t be giving feedback to a school that has made me want to die every day of my life. I don’t even like summer but high school made me love it
All the tools and approaches to employee engagement I agree with. It is essential to listen, act and engage with your employees. As you say this focusses on the existing workforce in the present and can assist in reducing turnover and a disengaged team. However, exit interviews can bring to the surface serious issues that employees did not want to raise whilst employed i.e. sexual harassment, bullying and other toxic behaviours. Often this feedback may be spurious, but in my 17 years experience in HR within healthcare, hotels and retail it is very useful to be able to have this information. It can safeguard against legal challenges , allow opportunity to address toxic behaviour from individuals and groups. With respect I fail to see how this is then stupid exit interviews elicit positive change. Even if this is on the rare occasion.
Sam, thanks for the insightful comments. Your last sentence actually reinforces my argument. It is rare for exit interviews to reveal the kind of serious issues you describe. When we look at the ROI of time, effort, process, etc. those resources are far more fruitful when devoted to stay interviews which not only increase engagement, morale, performance, and more, but will also draw out the very issues you name in advance of them leading a good employee to leave.
This was a long time ago when I worked in a certain "well known" theater. A certain (disliked) female manager loudly called to, Cosandra C. about taking her exit interview. Cosandra loudly laughed in her face from the hallyway, flipped the bird, and went into the locker room to change for her last shift. As I recall, the manager pursued and insisted she was required to take the exit interview. I believe she still declined as she knew her rights.
OK Thank you
My company sucks so much I have no qualms about burning that bridge. The turnover is insane, the job gruelling on the body and the management completely insufferable... The chance they'll still be operating in 5 years time is a coin toss and the chance of me returning is approximately 0%. They did not give one single fuck what I or any of their employees thought while I worked there and now they have the audacity to pretend they care now that I'm quitting? Please...
I feel like this guy was a theatre kid
Great advice!
Glad it was helpful!
I totally get the sentiment, and the advice, but it's also given with the belief that people will walk into these interviews without the wherewithal to tamper their ego and be professional with their answers. If you really can't collect yourself enough to act like an adult (and let's be honest, many adults can't) then maybe you shouldn't do it. But this video is aimed at the employer, not the employee.
But I say, play their game, go into the interview bright eyed, bushy tailed, and enthusiastic to entertain their machiavellian agenda to suss out your motivations. Be positive, happy, and pretend as they do that nothing is actually wrong. Don't glad hand, don't tell them where you're going, don't bad mouth the company, just give them the opposite of the reaction they are expecting and leave them wondering. Smile and pretend everything is perfect, because that's what they want to hear. Kill them with kindness, in other words.
Sure you may come across like Patrick Bateman if you overplay it, but at some point, they'll be sitting there wondering why they're seeking responses from a person who's leaving when they'd seem perfectly happy to stay, but they'll have no choice but to write down for their records that you demonstrated professional camaraderie, and a good attitude. If you really want to stick it to them, treat them the way they treat you, an asset to keep in your back pocket to whip out one day as a reference long after you've moved on. That's really the ultimate way to stick it to them. They used you. Use them back.
💯
Unfortunately, for the smart and ambitious employee who doesn't want to risk a bad reference later, this is the best approach.
I think it ultimately depends where you work. If you work for a large corporate company where all employees are essentially faceless then I agree, your words will be worthless and potentially harmful to you. As for 360 degree reviews, in theory good, in reality NO! These are my colleagues: 1. People who will only say what they think you may want to hear. This is nice and therapeutic but .... 2. The narcissist/sociopath, 50+% it would seem. Likely just getting their narcissistic supply at your expense. i.e. utilizing this as a good devaluing tool that will likely not be remotely related to who you are because they are not really seeing you at all. They have no interest in you. 3. People saying what they have heard 1 and 2 say. We live in a post truth world so 360 degree reviews are just added paperwork. Also, you are either honest with yourself or not. In both cases a 360 review does not help.
What if your boss doesn’t care ? That’s what I witness at work.
Lol, this guy says don't do exit interviews because an employee on their way out won't be honest... but somehow employees that are relying on the company for their healthcare and wages will be more honest? I've seen plenty of attempts to "solicit feedback" from employees that backfired. I would NEVER be honest in a company survey, "stay interview", town hall, or anything else. The trust isn't there, and shouldn't be there with any employer.