| Author | Subject |
Raistlin
Registered User
(12/5/00 3:47:12 pm)
Reply | Edit | Del All | Exit Interviews
Assuming that one has given notice and not immediately escorted to the door, and they are given/have an exit interview...
What sort of things are brought up? What is covered?
Obviously from the employee point of view, I would want to keep things civil, but should the employer know exactly the reason you are leaving other than you found another job? Should the employer be made aware of what isn't working so that the next joe will have a better crack at the job? Should the employer tell the employee what (s)he really thinks?
Are exit interviews simply a business triviality to make the departure of an employee seem all nice and roses? (mock diplomacy)
What does the employer need to cover? the employee?
Are these interviews necessary?
Raist
Edited by: Raistlin at: 12/5/00 3:47:12 pm
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Jeremy Singer
Registered User
(12/5/00 3:52:26 pm)
Reply | Edit | Del | Exit interviews mostly benifit employers
They give the one leaving a chance to ventilate, perhaps softening anger because the employer is "listening".
They may be useful to an organization to help identify causes of attrition and other corporate problems.
These interviews are usually part of a protocol that includes recovering employer property (badges, etc.) and insuring that accounts and buildings are secured.
In other words, damage control and prevention.
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Farnorth
Registered User
(12/5/00 4:45:07 pm)
Reply | Edit | Del | Re: Exit Interviews
What does the employer need to cover? the employee?
The employer will usually cover COBRA (the fact that they will send you a package explaining it further), and discuss your last paycheck, your options with life insurance, 401K, etc.
What do you need to cover? Nothing. This is voluntary. Even if your employer doesn't tell you it's voluntary, you're already out the door in your mind, aren't you?
If you choose to participate, remember one thing: Don't burn any bridges! Keep that word "interview" in mind and be as careful about what you say in your exit interview as you were in your hiring interview.
If you want to tell HR why you're leaving (in the hope that it will make things better for the next poor schmuck), be as polite and kind as possible.
- Don't say that your boss was Hitler, say that overall you thought he was a professional and knew his stuff, but that you two had a small personality challenge.
- Don't say that the work was putting you to sleep and making it an agony to drag yourself out of bed in the morning, say that you're ready to move on to new challenges and you appreciate the opportunities for learning that you received at the company.
- Don't say that the coffee sucked, and the two other guys sharing your enforced servitude in your cubicle had bad breath, body oder and no concept of programming skills, say that you will miss the warm, inviting atmosphere and the friends you made while you were with the company.
Be kind, smile, act regretful that you're leaving a wonderful company. The IT community is small, you never know when you will run into someone from your old company again. Most importantly, when your next employer (or broker) calls the HR department and asks if you are eligible for rehire, you want the answer to be yes.
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wylst
Registered User
(12/5/00 6:02:58 pm)
Reply | Edit | Del | no benifit to you
Exit interviews actually exist primarily to protect the employer and provide ammunition in case of any legal issues. "Ask the headhunter" had a good article on why you should avoid exit interview or mostly say "no comment".
eetimes.com/story/ask_the...90820S0003
One quote
...
If you are a departing employee, an exit interview offers you no significant benefits, other than perhaps allowing you to "unload" on a seemingly sympathetic HR rep. To the contrary, it represents a big risk.
Here's what the SHRM has to say to employers on this point: "Good exit interview practices may just help you avoid costly legal action by a disgruntled employee." What this means is that whatever you say in that exit interview can be used against you later in court. That sympathetic HR rep is a potential witness against you, and her notes are "Exhibit A."
...
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Tandem Guy
Registered User
(12/5/00 6:19:44 pm)
Reply | Edit | Del | I had a very nice exit interview
My last client (before going FTE). The manager I worked for was asking me how I thought she did as a manager. We discussed a few points. All in all a nice lady (under a lot of pressure from upper management). I would come back again and work for them.
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1Aussie1
Unregistered User
(12/5/00 6:51:02 pm)
Reply | Edit | Del | Blackadder's Exit Interview Speech
"I'd like to say it's been a pleasure .... but that'd be an utter lie. So, I'll just say 'Sod off!' .... and if I ever see you again, it'll be a billion years too soon."
Interesting speech, but totally inadviseable, of course. As I remember, the (HR?) fellow he said it to replied "Yeah, see ya, ya bald-faced git!".
As Scott Adams pointed out recently, you can't spell "WHO CARES?" without 'HR'.
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Been Around
Unregistered User
(12/5/00 7:34:42 pm)
Reply | Edit | Del | Exit Interviews and Managers
In at least one case, the manager got to see the notes from employee exit interviews. I know this for a fact because the manager what being given the boot himself, and showed me some of the notes.
This is important to remember because if you plan to use the manager as a reference, don't slam them at the exit interview.
I give name, rank, and serial number when I exit. Hand over the keys, the badge, shake hands, leave.
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Dinosaur
Registered User
(12/5/00 8:53:55 pm)
Reply | Edit | Del | Name, Rank & Number
And don't sign anything. If you are offered a document to sign, eyeball it for a moment, then say you'll have your lawyer look it over. Chances are you'll never hear about it again.
Just in case you missed it:
DON'T SIGN ANYTHING!
Over what hill? I don't remember any hill!
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Humdinger Hank
Unregistered User
(12/5/00 9:12:45 pm)
Reply | Edit | Del | Ever had that happen ?
And what was in the document ?
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ChadButNotABorkNorABallot
Unregistered User
(12/5/00 9:19:46 pm)
Reply | Edit | Del | I knew one guy who was
supposed to sign this non-compete form on his first day with the compnay. He was an FTE.
But the HR apparatchiks didn't have the form ready, and they never got around to getting him to sign it. When he left a number of months latter, all of a sudden HR puts the non-compete form in front of him for him to sign just before he leaves. Don't know whether he signed it or not, but what's the deal there anyway ? Does he have to sign it at that point ?
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mini
Registered User
(12/6/00 7:52:48 am)
Reply | Edit | Del | Whether you care or not....
I ask HR about exit interviews they do with each employee. From the staffing perspective, it's something I want to know because if one group is consistently losing people, I want to know if it's the mgr or just their particular skill. Same with HR and why they conduct them. I would say be honest in your exit interview. The information could prove valuable-maybe not for you, but someone else.
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