I am fairly sure that I am being laid off with other Sr. Engineers tomorrow and need some ideas. Basically, I saw a calendar mistake by HR, so oops!
Meh. It’s gonna suck for a bit, but whatevers. Life is more important than a shit job. :)
I am fairly sure that I am being laid off with other Sr. Engineers tomorrow and need some ideas. Basically, I saw a calendar mistake by HR, so oops!
Meh. It’s gonna suck for a bit, but whatevers. Life is more important than a shit job. :)
Always skip the exit interview if you can. It doesn’t help you or your former coworkers. It’s just an HR box-checking exercise.
Exit interviews aren’t box checking exercises, they exist to give the company a heads up if the employee seems like they’re disgruntled and might try to sue. Always skip them, it only benefits the company that laid you off, nobody else.
Exit inerviews can be valuable and beneficial if the exit is on good terms all around.
I left my last job for a better-paying position elsewhere, but I still loved my old job and coworkers. It’s still the best job I ever had.
I couldn’t pass up a 50% raise and they couldn’t match it. No hard feelings or bruised egos. It’s just how things work out.
Having an honest conversation with HR about what worked and didn’t from an employee perspective with zero stakes for either of us was productive and informative.
thank you. Im all for sticking it to employers, but sharing feedback with a place you left on good terms from seems like a great way to maintain professional relationships. Also helps your old coworkers out.
Bad Jobs and Bad Employers Excluded obvi
Do you know if it was productive and informative for them?
For example, I left a job several years ago, and not long before I left, I met with the boss and explained some of the massive issues facing my department. He sounded interested, but of course he never did anything about those problems, and my former co-workers have told me that the situation is worse than it was before. In my observation, and that of my friends, this is what happens most of the time. After all, if they didn’t listen to you before, and especially if they didn’t ask you before, then why would we expect them to care what you say now?
Fair enough, but I think it really just depends on how you look at it. From my POV it’s just a box-checking exercise in the vast majority of cases, and a waste of your time (if you’re the one quitting). But you’re right, employers are super paranoid about this kind of thing (even though they have most of the power). If it is one of those disgruntled-gonna-sue people then you are right, it’s something they need to try to get out in front of.
Does it help your co workers?
If you got fired, no, probably not.
But if you quit then you can leave them a few clues as to why you’re leaving and how they might avoid losing more staff. That can help the people you left behind.
Well sure, because they don’t do exit interviews for people who got fired.
I know it can feel good to speak your mind, and in an ideal world it would make some impact. It should make some impact. They should listen to people who leave. But they don’t. Because it’s not the purpose of the exercise. They don’t really care about your feedback. They care about the optics only. Remember HR is there to protect the company, not advocate for workers.
By all means if you want to waste your time go ahead and do an exit interview. There’s not much risk or harm in doing one (unless you make a complete ass out of yourself). But it’s really just there to prop up the thin veneer that HR and the corporate lawyers want businesses to hide behind.
Some companies in my experience do do exit interviews for people who are fired. This makes more sense when you realize exit interviews are mostly to give the company a heads up if they think you might try to sue them.
That makes sense. Never heard of it, but I believe you.
At I place I worked they had a few useful people leave in a short time span. All left amicably. They took feedback from the exit interviews on board, and now they are redoing a bunch of the procedures to try and improve the way the workplace functions.
Keeping more people from quitting is helping the company.
OK, that’s good to hear. I think the situation sounds a little bit unique, but not all companies are incapable of learning.
The reason I’m quitting is because they didn’t pick up the clues that I was looking to leave, and I don’t want to help them avoid losing more staff because of it. The people I left behind should take the hint if they were smart.
Just because I might be leaving doesn’t mean I want it keeping being a sucky workplace. Ideally I’d move on to something better for me, and people left behind might get an improvement as well.
I was very happy to do the exit interview at one particular job. I wanted to make it clear to HR that I wasn’t leaving because of the manager or the work or my co-workers but because they paid about 2/3 of the market rate in our area.
This was important to me because my manager and co-workers were great and it had gotten around to me that HR was eyeing our manager over having had a few people quit over the last year or two, when it was very clearly all about pay and nothing to do with him.
You did your manager a solid, because of the meme people quit managers not jobs.