Exit Interviews- Maybe Not
Strategically manage the exit interview
I was watching a video about Exit Interviews. It occurred to me that Exit Interviews are coming up soon for many people looking to change jobs and move to another location.
My advice for Exit Interviews is nearly the same as the video I watched, don’t do them to complain.
If an employer has an annual review process, such as a 360 review, then they should already know what they need to know. The employer should want the type of actionable feedback needed to make changes in a timely manner.
Exit Interview information is not timely, and a hold over from older assessment methods.
The issue is you cannot just say, “No. I am not doing the interview.” That has the same impact as doing the interview with negative feedback.
Also, being deceitful is also not a recommended strategy, and would be of zero benefit to you (the employee).
Win-win is what to aim for.
Even though it is a bad idea to complete an Exit Interview from the one-sided HR perspective, it can be done to be a benefit to both parties.
First off, focus on the positive aspects of the job from initial recruitment up until you last day. Reinforce what is working to ensure those things do not change.
Doing this from memory is difficult. I recommend reflecting a bit with a friend and taking notes. This is always a good laugh, and it stimulates the recall.
Secondly, never give the current employer details about the new employer unless you are required to do so. Keep the jobs separate. Maintain confidentiality.
I know of an administrator who secured a contract at a top school in Asia. After properly resigning, a situation occurred that put this administrator at odds with the ownership. The ownership actually reached out to the upcoming job and attempted to cancel the contract through malevolent actions.
Finally, decline any push to complain. If you have some ideas for making things better just say, “I have some ideas to improve things, but I am writing those up for my [insert name or position], and I will send them to you soon.”
Going into the Exit Interview with some ideas, even if they are very generic, will help you power through the tough questions.
If you have an idea to fix an issue, send it to your supervisor or a co-worker. Send it to people who can take the idea and turn it into reality. Keep that audience small.
Asking people to state negative feedback before they have had time to leave a job and decompress is not fair game. Human beings need time to disconnect and reflect, and in the final months of a job, you are always at a disadvantage.
Oh. Never post anything on social media about your job unless it is glowing and embarrassingly positive.
The only audience you need to improve your life and situation, is yourself and your family/friends.
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Why is this SubStack called, Pancake on a Stick?
Pancake on a Stick is the single funniest story I have ever heard in my life. In about a year from now, the event will be reenacted and recorded. I named the SubStack after the story, because every time I think of the name, I smile and laugh. This helps with my writing and tone, and makes me always remember the most important things in life.
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Most social media is dead to me, but you can find me on LinkedIn and Youtube.
LinkedIn (A bastion of boredom but mostly on mission)
https://www.linkedin.com/in/tdeprato/
Email
info@tonydeprato.com
My video series on Expat Recruitment is BORING but useful Listen or Watch and you can master this process.