The Exit Interview

Some companies conduct exit interviews and some don’t. Some do it purely as an exercise. Some do it religiously but only to cover the logistical details, such as ensuring that all company property has been turned in, that they have the person’s mailing address, etc. In all of these cases the companies are missing out on some useful information.

In my experience it’s not at all uncommon for departing employees to hold a grudge against their former employer. Perhaps it’s even the norm at some companies. It would behoove those employers to find out what’s eating away at these employees, as excess turnover is expensive and disruptive.

Some companies have the departing employees do the exit interview with their managers, which defeats the entire purpose of the exercise. The employees really need to have such discussions with HR or some other third party to ensure that they can be forthright and candid about their experiences.

As a departing employee, what should you say or not say in an exit interview? Well, there’s really not a whole lot of damage you can do at this point since you’re already leaving the company. Of course there is a slight possibility that you might return to work there again someday, but that’s not likely for most people. Still, you should remember what I’ve said about burning bridges. What you say to HR seemingly in confidence may very well get back to your manager, so avoid the temptation to incinerate that bridge, no matter how strong the urge.

If you really must get some things off your chest, I’d recommend that you genericise your complaints and not associate them with people, especially your old boss. Refer to them as organizational issues that should be addressed, not personal faults to be thrown back in the face of your superiors. You want your parting comments to sound like constructive feedback for the company, not the mad ventings of a disgruntled troublemaker.