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Old 11-22-2012, 05:42 PM
 
12,120 posts, read 28,545,273 times
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my immediate supervisor once said that an employee who is fired would not be "offered" an exit interview because "the employee would not have anything positive to say"

my take on it is that it does nothing but serve as an instrument of control/leverage for the employer, and has nothing to do with employee satisfaction

for example if an employee voluntarily resigns and gives a "positive exit interview" response, then files for UI and cooks up a story that they left due to poor work environment. the employer would have the 'good" exit interview results from the employee to attest to the fact that the employee did not complain in fact was satisfied with the working conditions

am i right or am i missing something?
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Old 11-22-2012, 06:06 PM
 
Location: Chicago area
8,797 posts, read 13,284,781 times
Reputation: 15941
It is considered a good practice to interview outgoing employees to determine what is motivating them to quit and how the company can improve retention. However, in most cases nothing comes of it even in rare instances when employees are brutally honest.
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Old 11-22-2012, 06:14 PM
 
10,208 posts, read 12,245,054 times
Reputation: 14090
Quote:
Originally Posted by MSchemist80 View Post
It is considered a good practice to interview outgoing employees to determine what is motivating them to quit and how the company can improve retention. However, in most cases nothing comes of it even in rare instances when employees are brutally honest.
Just being politically correct but corporate doesn't really care!
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Old 11-23-2012, 01:13 PM
 
Location: New York City
4,036 posts, read 8,938,981 times
Reputation: 3703
Hiring and training is time consuming and expensive. Most employers would rather avoid it if they could. Exit interviews are a cost effective way of trying to improve retention. Also, while they may not list to one person, if it becomes a series of people resigning due to a particular manager or policy, senior management will take notice.
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Old 11-23-2012, 01:26 PM
 
4,544 posts, read 4,727,744 times
Reputation: 3595
Quote:
Originally Posted by MSchemist80 View Post
It is considered a good practice to interview outgoing employees to determine what is motivating them to quit and how the company can improve retention. However, in most cases nothing comes of it even in rare instances when employees are brutally honest.
This. Theoretically it is used to address reasons for leaving. But as MS mentioned most times the data is not used and instead just gets put into a powerpoint for top management.
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Old 11-23-2012, 02:27 PM
 
753 posts, read 2,252,749 times
Reputation: 767
Quote:
Originally Posted by rlrl View Post
my immediate supervisor once said that an employee who is fired would not be "offered" an exit interview because "the employee would not have anything positive to say"

my take on it is that it does nothing but serve as an instrument of control/leverage for the employer, and has nothing to do with employee satisfaction

for example if an employee voluntarily resigns and gives a "positive exit interview" response, then files for UI and cooks up a story that they left due to poor work environment. the employer would have the 'good" exit interview results from the employee to attest to the fact that the employee did not complain in fact was satisfied with the working conditions

am i right or am i missing something?
True. If I had been given the opportunity of an exit interview when I was fired in September, what I would have said may have brought them to tears. I'm not talking sad tears or tears of joy, either.
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Old 11-23-2012, 02:31 PM
YAZ
 
Location: Phoenix,AZ
7,075 posts, read 11,842,396 times
Reputation: 6298
Somebody in HR decided a long time ago that it would be good.

Too funny.

A friend at work recently retired.

He had an exit interview.

Hey Mark!

Why are you leaving?

Der...........
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Old 11-23-2012, 03:39 PM
 
1,463 posts, read 1,346,323 times
Reputation: 1162
Default Company company company

Exit interviews serve several purposes for the company. The fired employee needs a good job reference unless it's company policy not to comment on severed employees. But even if they won't give a letter, the tone your prospective employer hears on the telephone tells a lot. And remember the company can fight your unemployment benefits application. So be nice even if it hurts. It's management's fishing expedition for information. You yourself are dead meat.

The company wants to see if you are planning to make trouble for it.

The "prep" walk through the cubicles to and from the HR department can not but help to cower the crew. And better yet, conduct a physical audit within hearing of his/her cube neighbors, fill a box and march the castout through the office space during the business day to be denied re-entry for all time.

"That Swingline stays mister."
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Old 11-23-2012, 03:51 PM
 
753 posts, read 2,252,749 times
Reputation: 767
I truly believe my former employer expected me to rant, rave, cry and get combative and defensive, but I didn't. I felt it coming, I expected it, so I wasn't shocked, nor was I upset. The work atmosphere had been acrid and tense for about a month prior to my termination. The stress and pressure was unbearable and it seemed like, according to my former boss, I could do nothing right. I knew that was BS. So, an exit interview for me would have effectively eliminated any chances I had for receiving unemployment because I would have been forced to have a "come to Jesus" meeting with them and really let them know how seriously effed up the whole situation was.
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Old 11-23-2012, 10:48 PM
 
Location: California
4,402 posts, read 11,606,871 times
Reputation: 3129
Quote:
Originally Posted by MSchemist80 View Post
It is considered a good practice to interview outgoing employees to determine what is motivating them to quit and how the company can improve retention. However, in most cases nothing comes of it even in rare instances when employees are brutally honest.
I have been in the position of doing the regional exit interviews. And it is frustrating, as a lot fo the complaints the employees have who are leaving are the same ones management brings to us, but there is nothing we can do because corporate is not open to hearing the issues.

Kind of like when I hear coworkers at my current position complain about a long line in a store and how they are going to complain, I always tell them to not complain about the store but complain that the employees were all working as hard as they possibly could but there were still not enough. A store complaint gets the manager yelled at...the one I am saying to make actually can get the store more hours, as the corporate people think the customer impression is that the employees are all swamped. So, while the person taking the exit interview may care, sometimes corporate gets in the way of making any changes.
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