Exit interview

HashSlinging

Hi,

I have had an on going grievance with a supervisor for the best part of 2.5 years. Long story but I'm going to take the get out of the kip option as I've had enough, I am supposed to do an exit interview, I've never heard of this before, anyone know why they are requesting it. I work for a bank.

copacetic

it's standard in a lot of companies to try and learn why you are losing staff and people tend to be open and honest when leaving so it is valuable.

Hagar

My advice would be to leave on good terms, without saying a single negative word about anyone or anything. You never know when it might come back to haunt you if you let off steam at this stage.

flash harry

HashSlinging wrote:

Hi,

I have had an on going grievance with a supervisor for the best part of 2.5 years. Long story but I'm going to take the get out of the kip option as I've had enough, I am supposed to do an exit interview, I've never heard of this before, anyone know why they are requesting it. I work for a bank.

basically a good organisation will try learn why people are leaving so they can fix any reoccuring problems........

if your supervisor is sitting in on it I would suggest you tell HR it's a bad idea as he/she is the problem.

One word of advice - be calm and make clear points and dont allow emotion take over....."he's a f**king....."!!!!!!!!!!!!!

egan007

Hagar wrote:

My advice would be to leave on good terms, without saying a single negative word about anyone or anything. You never know when it might come back to haunt you if you let off steam at this stage.

No Need to be barreled...

I have one today

I believer everyone needs constructive criticism.

If you have a grievance make it known but always maintain professionalism.

HashSlinging

Cool, is it better to do up a document with these points, or just talk them through, I've a lot of notes which I could use. The supervisor wont be sitting in on it. The only thing is im the third person that has left from this small dept, due to this guy and they had no exit interview so I guess there might be something done about it. Can I mention in the interview that if "suchnsuch" leaves can I apply for my job back.

Surion

Hagar wrote:

My advice would be to leave on good terms, without saying a single negative word about anyone or anything. You never know when it might come back to haunt you if you let off steam at this stage.

I totally agree here. I made the mistake of burning such a bridge a number of years ago. It was one of those two fingers to you all moments. In recent years when looking for a job, it turns out that that 'bridge' I had burned would have been a wonderful tool to help me out...but couldn't use it.

Shot myself in the foot. I would say yes be professional even if its the last thing on EARTH you want to be. But that doesn't mean that you can't be direct and pointed about the issues as you're leaving!!!

Good luck...brighter horizons await!

flash harry

HashSlinging wrote:

Cool, is it better to do up a document with these points, or just talk them through, I've a lot of notes which I could use. The supervisor wont be sitting in on it. The only thing is im the third person that has left from this small dept, due to this guy and they had no exit interview so I guess there might be something done about it. Can I mention in the interview the if "suchnsuch" leaves can I apply for my job back.

maybe imply you'd stay if a certain person was no longer there?

Nody

Surion wrote:

Shot myself in the foot. I would say yes be professional even if its the last thing on EARTH you want to be. But that doesn't mean that you can't be direct and pointed about the issues as you're leaving!!!

Good luck...brighter horizons await!

I'd go even further and say don't mention ANYTHING about it. The reason is as follows:

1) You're leaving the company, hence it wont get better for you
2) Chance for changes for the people left behind are slim to none
3) You're burning a bridge that you might need one day or will come back by friend of a friend or similar to haunt you
4) You're gone, done and dusted, leave it behind you and move on, no need to be petty at this stage for a final act of revenge/justice

With the above I'd qoute higher salary (not that the company is cheap), career oppertunities (more suitable for how you want to develop not that the company don't have any) or location (more time with the family/changed circumstances with gf/wife/baby/new house). All of them are neutral and will not cause you problems. If people are aware about the conflic you can't really add anything new; if they are no aware about it they will not take someone leaving to do something about it (your word as a leaver against someone who's there, take a wild guess who's going to win that vote of confidence...).

In short you gain nothing from it and got all to lose (and add me to the list of people who has burned a bridge I would have liked to keep due to something like this).

HashSlinging

thanks guys, might just take the advise and leave on a positive.

egan007

Bull Man

Burn what bridge?

Does not sound like you want to work for this crowd again.
This kind of attitude is why these companies get away with it.

Feck that, if everyone did it then your Job would be better and you would not have to complain.....

Workers - Grow Balls.

Nody

egan007 wrote:

Does not sound like you want to work for this crowd again.
This kind of attitude is why these companies get away with it.

Feck that, if everyone did it then your Job would be better and you would not have to complain.....

Workers - Grow Balls.

Allow me to dispell some of your ideas here.

First of all his problem is with a person, the OP said he (the OP, assumption on sex) would come back if the guy was gone. Hence he's going to complain to a company he'd like to work in again don't set him up in a favorable light.

Secondly this person could very well end up in another company and/or position where OP would not deal with him (assumption on sex) directly. How ever that don't mean said person could not influence a potential interviewer to turn the OP down (he's a troublemaker etc. passed done via friend who's a manager in another company).

Third no company I've ever worked with or heard of has acted in any way no exit data regarding an individual. If somone don't do something for 2.5 years about someone through the "proper" channels (not that they always work but hey) why would you listen to them now? If anything they come of as bitter more then anything. This is also how I'd spin it if I was said person, "he's unhappy because he did not get in on a project but he was simply not good enough" for example. You're out of the company and can't retort to the lies either hence placing you in a bad position.

Fourth burning a bridge also means he'll not be able to use him as a reference which might not matter now but if he needs to cough up 4 references and the other people who knew him have left the company.

In short your so called "ball growing" is actually a swift kick in said balls instead as you've not managed to change anything except reduce your chances for a job. Seriously, yes in a ideal world everyone would do it, then again in a ideal world there would not be such managers either; hence until we're living in said world...

bill_ashmount

I work in IT and have worked in different cities all over Ireland and the one common factor is that every where I go I am working with people that I have either worked with before or who know someone that I know. Ireland is incredibly small, if at all possible just leave and forget about it, you don't want it coming back to haunt you in a few years. If however you feel strongly enough about it do the exit interview and give the real reasons.

I've done one before and just said I was leaving for personal reasons.

seamus

It really depends on the company.

Any decent company will have you do an exit interview only with a member of HR management (who's not your boss!) and will treat everything as confidential. A lot of HR departments will just give you a sheet of questions and then discuss your answers. This then forms part of their metrics.

If you feel there's a real problem in the department and you want to say it, then do. On the other hand, if there's someone in particular you'd like to praise, then say that too. The I.T. environment in Ireland is *that* small. One badmouthed person isn't likely to leave you jobless and ruined. You're unlikely to even see them again.

eth0_

Hagar wrote:

My advice would be to leave on good terms, without saying a single negative word about anyone or anything. You never know when it might come back to haunt you if you let off steam at this stage.

I disagree with this sentiment. I've left a job before really regretting not giving my real reasons for leaving. If you really believe this person makes the lives of others a misery then you should say it. Just say it tactfully. Write out a list of what you have a problem with. Leave it a few days and come back to it. Are any of the points related to your being over-sensitive, or is anything related to any bad attitude or performance on your part?

Tell the HR person that you have found your position has become untenable and outline why, in as diplomatic a way as possible. Try to praise some colleagues in your exit interview as well, to balance things out.

Lizzykins

I did an exit interview a couple of years ago. I also worked in the bank( call centre) and had major difficulties with a supervisor. I actually requested the interview and told the HR guy the full story. The result was I got shifted to another shift until I got another job so I was pleased with that. The supervisor has had a good number of complaints against her so probably it's only a matter of time before someone takes a legal case against the bank in question.
I'd tell the truth about why you're leaving in a calm professional manner. It IS the truth so why hide it. As someone said you might be making the workplace better for someone else!

watna

The purpose of an exit interview to to gain insight into why you're moving. It's possible to lay out your reasons and any grievances in a proffessional manner, without sounding petty or childish. If you do this you won't burn any bridges as it will be the HR specialist, not a manager. They do want to know your reasons though. I've heard of people really going to town in tehir exit interviews which doesn't go down well, not because they don't want to hear it but because it makes you look a bit bitter. I would just lay out your reasons as clearly and as logically as possible. There's no harm in letting the HR department know what's going on. I don't know if I'd mention that other people left because of the supervisor, that's just hearsay as far as they're concerned. Just focus on your reasons.

AARRRGH

Hagar wrote:

My advice would be to leave on good terms, without saying a single negative word about anyone or anything. You never know when it might come back to haunt you if you let off steam at this stage.

Agree 100%.

If you say X and X is wrong, do you really believe your Manager will think "yes, I'm a bad Manager. I'm doing this all wrong."

No. He'll think **** you **** and will hate you.

Also, in general, HR people are disasterously lazy (due to having nothing to do 90% of the time) so they will just resent you causing hassle.

Companies only change from the top down.