It's Not Always the Recruiter's Fault’s Post

Exit Interviews & Reason for employees leaving . “RECRUIT RIGHT”, PROFFESSIONAL COMPETANCE IS NOT THE ONLY THING TO LOOK FOR   The managers do not take it dearly when people leave, at the same time i am sure they are aware & conscious of the fact that there is very little that they can do when the employee has resigned.  When an employee decides to leave an organization, exit interviews serve as a final opportunity to gather feedback. However, the department head is often aware of the deeper reasons behind the departure. But the challenge lies in distinguishing whether the feedback provided during these interviews reflects the true reasons or if employees hold back. While it may seem that if only 30-40% of employees provide honest feedback, it is still a valuable source of information. Here’s why it matters: 1.     If multiple exit interviews cite poor leadership, lack of career progression, or toxic workplace culture, those recurring themes indicate deeper, systemic problems that must be addressed. 2.     Feedback given by a few honest individuals can act as the visible tip of a much larger problem. It becomes a graver issue when Management Downplay the feedback (denial mode), Prioritizes short term business results, Lack of ownership by the immediate managers & reluctance to spend etc start affecting the Brand in the long run. If you are losing good people, look at their immediate manager. More than any other reason he is the reason why people stay back and thrive in the organisation In some organisations, So much money has been spent in retaining people in the form of better pay, perks & training but at the end of it , Employee turnover ultimately becomes a Manager Issue, While I say that the organisations must adhere to the Industry Benchmark when they pay their employees, an employee’s primary need has less to do with the money and more to do with how he is valued at his workplace LEADERSHIP IS MOSTLY GETS DEVELPOED BY PARENTING, UPBRINGING, SOCIETAL ATMOSPHERE, TEACHERS & FRIENDS. By the time you graduate from high school, most of it has already developed. Inside an organisation, we can only polish the Leadership traits of a person SO – “RECRUIT RIGHT”, PROFFESSIONAL COMPETANCE IS NOT THE ONLY THING TO LOOK FOR

Exit interviews in toxic workplaces are a sham!They mask the rot instead of fixing it. Think about it: employees leaving are either too scared to tell the truth or too disillusioned to believe their feedback will matter. The worst part? These interviews are often conducted by the very managers who created the toxic environment. It’s unlikely they'll act on negative feedback, and even worse, HR managers might put a "positive spin" on everything to avoid upsetting management. As a recently departed employee told me, this charade perpetuates the cycle of toxicity. When companies fail to address the genuine concerns raised during exit interviews, they suffer in the long run. Departing employees often trash the company’s culture in the marketplace, damaging its reputation irreparably. No amount of slick marketing or advertising can fix a bad workplace culture once it's exposed. Here’s how companies can make exit interviews actually work: 1.Third-Party Facilitators: Bringing in external facilitators ensures anonymity and honest feedback without fear of retaliation. 2. Formal Feedback Process: Implement a structured process to review and act on feedback. This means not just collecting feedback but using it to make tangible changes. 3.Accountability for Leaders: Hold leaders accountable for ignoring exit feedback. Make it a key performance metric to ensure they are motivated to create a better workplace. 4.Transparent Communication: Communicate steps 1 to 3 to the workforce to demonstrate a genuine commitment to improvement. Imagine a workplace where exit interviews lead to real change, where employees feel heard and valued, and toxic environments are dismantled. In such a scenario, fewer employees would feel the need to leave. Unfortunately, most senior managers and HR representatives will never admit they have a problem. The easiest solution is to get rid of the good employees and let the rot continue. This works both ways: good people with morality, values, principles, and ethics don’t belong in toxic environments. So, run before you get pushed or forced! How many people have received positive annual appraisals throughout their careers, even when they have produced above and beyond for their organisations? Yet, when they leave, they face the "don't burn your bridges" mentality and the premise that toxic employers can still cause problems down the line! You may never know if someone made a call to your previous employer to ask about your performance, whether you gave permission or not. All you might receive is a message saying, "Sorry, you were unsuccessful." Some people can harbor bad, angry, and jealous feelings for life. The current state of exit interviews in toxic workplaces is a farce. For real change, companies must take bold steps to ensure honest feedback is given and acted upon. Only then can we dismantle toxic environments and build workplaces where employees truly feel valued and heard. Do you agree?

The Unfiltered Truth: An Exit Interview Revealed Are you curious about what drives talented employees away? This exit interview transcript sheds light on the often-unspoken reasons. Here's an example conversation for an exit interview with an HR manager, presented in a straightforward manner: HR Manager: Good morning, thank you for taking the time to meet with me today. I'm sorry to see you go. Can you start by telling me what led to your decision to leave? Exiting Employee: Honestly, I'm leaving because of the toxic work environment, lack of transparency, and poor management. The constant micromanaging, unrealistic expectations, and absence of meaningful feedback made it impossible for me to grow professionally. HR Manager: I understand. Did you discuss these concerns with your supervisor or anyone else in management before making your decision? Exiting Employee: Yes, repeatedly. However, my concerns were consistently dismissed or ignored. It became clear that management was more interested in maintaining the status quo than addressing legitimate issues. HR Manager: That must have been frustrating. Were there any specific incidents or experiences that stood out to you as particularly challenging? Exiting Employee: The final straw was when my ideas were presented by my manager as their own during a meeting. It was clear that my contributions weren't valued or recognized. HR Manager: I apologize that we fell short in recognizing your contributions. How do you think we could improve employee satisfaction and retention? Exiting Employee: You need to address the systemic issues. Hire managers who actually care about their team members, provide regular feedback, and empower employees to make decisions. Also, prioritize diversity, equity, and inclusion initiatives. HR Manager: Those are blunt but necessary insights. Can you tell me about your experience with company culture? Exiting Employee: The company's mission statement is just a poster on the wall. In reality, it's every person for themselves. There's no sense of community or teamwork. HR Manager: Thank you for sharing that. What are your plans moving forward? Exiting Employee: I'm excited to join an organization that values its employees and offers opportunities for growth. I'm looking forward to working with a competent and empathetic management team. HR Manager: Congratulations on your new opportunity! We'll use your feedback to make changes. Exiting Employee: I hope so. But honestly, I'm skeptical. I've seen many exit interviews before, and nothing ever changes. HR Manager: I understand your skepticism. However, your feedback is crucial in driving positive change. To those still stuck in toxic work environments, know you're not alone. Keep pushing forward – better days are ahead. #ccpn #ExitInterview #ToxicWorkEnvironment #PoorManagement #EmployeeWellbeing #MentalHealthAtWork #CareerDevelopment #JobSatisfaction #HRBestPractices #CompanyCulture #TalentRetention

Exit Interviews are pointless - do this instead 👇 We've all been there. You're leaving a job, and there's the standard exit interview. All I could think about while sitting through mine last week was, "This conversation would've been great months ago." 💭 Why do companies wait until the last day to ask for feedback? It doesn't make much sense, does it? By the time an employee is doing their exit interview, their decision is made, and the feedback is more like a post-mortem than a proactive measure. Imagine if, instead of waiting until the end, companies conducted "exit interviews" at regular intervals. Employees could share their thoughts on what's working and what isn't, allowing HR and management to make changes before it's too late. During my recent exit interview, I realized I had valuable feedback to offer, but it felt like a missed opportunity. Try 'Stay Interviews' to keep employees onboard. Regular "stay interviews" can be a game-changer. Here's why: 🚨 Early Warning System: By checking in with employees, you can identify potential issues before they become deal-breakers. 👯♀️ Improved Engagement: When employees feel heard, they're more likely to stay engaged and committed to the company's success. 🌳 Reduced Turnover: A proactive approach to employee feedback can help reduce the high costs of turnover and retain valuable talent. So, leaders and people teams, don't wait until someone's out the door to ask them what's wrong. Start the conversation now and create a culture where employees feel valued and heard. More importantly, take action to change things for those who are still part of the team. Create a feedback loop where insights lead to action. Don’t forget that feedback is only as valuable as the diversity of voices it includes. If the entire feedback system is echoing only the founder’s or a single leader’s perspective, then it’s not really feedback—it’s confirmation bias. Without a range of viewpoints, especially from those doing the day-to-day work, the feedback loop can become a self-fulfilling prophecy that stifles innovation and ignores real issues. Embrace a broader dialogue to ensure your organization isn’t just revolving around one orbit. Show your team that their voices can lead to real change. It shows that you’re not just listening—you’re evolving. 🪄 Have you tried implementing "stay interviews"? I'd love to hear your experiences and tips on keeping your team engaged and motivated. Share your thoughts in the comments 👇 #ExitInterview #StayInterview #HumanResources #FeedbackCulture #EmployeeRetention #WorkplaceCulture #Management

The Power of Exit Interviews Retaining valuable employees and hiring with precision are cornerstones of organisational growth and innovation. While much focus is placed on the hiring process and onboarding, it's equally crucial to tap into the goldmine of insights offered by exit interviews. An open dialogue with departing employees provides invaluable feedback, enabling positive changes to foster a healthier workplace culture, improve retention, and make smarter future hiring decisions. Holding exit interviews will help you gain a deeper understanding of their reasons for leaving and to extract lessons that can improve the experience for current and future employees. Here are some key reasons why they are essential: 💫Identifying Areas of Improvement: Unfiltered feedback from employees on their way out can shine a light on operational blind spots. Interviewees are much more likely to be honest in their feedback, which can present a clearer picture of where changes are needed. 💫Gathering Insights for Retention Strategies: High employee turnover is costly. If your business is bleeding talent, exit interviews can help identify trends causing dissatisfaction. You can then use these insights to shape retention strategies. 💫Informing Future Hiring Decisions: The process can highlight recurring issues in the roles being vacated, such as unrealistic workloads or lack of support. Such intel can not only ensure smoother onboarding for replacements but also the opportunity to address the issues in the recruitment phase itself. By integrating the exit interview process into your company's culture, Leaders within the company can encourage a continuous improvement mindset. It also communicates to all employees that their experiences and suggestions are valued and taken seriously, fostering an environment conducive to feedback, growth, and innovation. While the feedback should not solely dictate your business decisions, it undoubtedly plays a crucial part in shaping them. The insights collected can help shape job specifications, develop benefits packages, and, most importantly, guide organisational changes to enhance the workplace culture and employee satisfaction. In an industry as fast-paced and competitive as Tech, continuous learning, evolution, and agility are non-negotiable. Taking the time to gather insights from exit interviews is one of the best investments you can make towards your company's long-term success. If approached with openness, respect, and a commitment to learning and business improvement, the benefits are manifold. Remember, your departing employees are not just leaving – they are taking with them a wealth of experience, unique perspectives, and potentially, the keys to making your organisation an even better place to work. Embrace exit interviews – the insights you uncover may just be the key to unlocking your company's success. 🚀

There are SO many positives that can be taken from leaning in to Exit Interviews and making sure they're completed. If you've fallen out of the habit of doing them, or haven't yet started, give our post below a read 👇

The Why of Exit Interviews Exit interviews, often overlooked or hastily conducted, hold invaluable insights that can shape the future trajectory of any organization. Having recently delved deep into the significance of exit interviews, I'm compelled to share some reflections on their importance and how they can serve as catalysts for organizational growth. Exit interviews represent more than just a formality; they are windows into the inner workings of an organization, revealing both its strengths and areas for improvement. Each departing employee carries with them a unique perspective, enriched by their experiences, successes, and challenges within the company. Harnessing this perspective is key to fostering a culture of continuous improvement and innovation. During my recent exploration, I've come to appreciate exit interviews as opportunities for open dialogue and constructive feedback. By creating a safe and non-judgmental environment, organizations can encourage departing employees to share their honest thoughts and opinions. From uncovering systemic issues to identifying areas of managerial improvement, these conversations pave the way for meaningful change. Moreover, exit interviews offer a rare chance to understand the "why" behind employee departures. While turnover is inevitable, the reasons behind it hold invaluable lessons for organizations seeking to retain top talent. Whether it's dissatisfaction with company culture, limited growth opportunities, or a lack of work-life balance, these insights can inform targeted strategies to enhance employee engagement and satisfaction. In my experience, the true power of exit interviews lies in their ability to drive actionable change. By analyzing common themes and patterns across departing employees' feedback, organizations can implement targeted initiatives to address underlying issues. Whether it's revamping onboarding processes, refining leadership development programs, or enhancing employee wellness initiatives, these actions demonstrate a commitment to fostering a positive and supportive work environment. Furthermore, exit interviews serve as a bridge between past and future employees, enabling organizations to preserve institutional knowledge and cultivate a sense of continuity. Departing employees often leave behind a wealth of insights, best practices, and lessons learned. By capturing and sharing this knowledge, organizations can ensure a seamless transition for incoming employees and mitigate the impact of talent loss.

Ever had an employee leave? You must do an exit interview! Why? It gives your clarity on next steps for the company how the company can improve what worked, what didn't work If an employee left angrily or was fired, an exit interview can still be done. An easy script? Manager: Hi [Employee’s Name], thank you for coming in today. I understand this is a difficult time, but I appreciate you taking the time to participate in this exit interview. The goal here is to get your feedback so we can understand your perspective and improve as a company. Is that okay with you? Employee: Fine, but I’m still really upset about how this whole situation was handled. Manager: I understand, and I’m sorry that you’re feeling this way. Your feedback is important to us, and we want to learn from this experience. Let’s start with your overall experience here. Can you tell me what you enjoyed most about working at [Company]? Employee: Honestly, there wasn’t much to enjoy by the end. I liked my coworkers, but the management was terrible and the expectations were completely unrealistic. Manager: I’m sorry to hear that. Can you give me some examples of the unrealistic expectations and how they affected your work? Employee: Sure. We were constantly understaffed, but still expected to meet impossible deadlines. I worked overtime almost every week, but it was never enough. And when I raised concerns, they were ignored. Manager: That sounds very challenging. Thank you for sharing that with me. It’s important for us to understand these issues. How do you feel about the communication within the company? Employee: Communication was terrible. I’d email my manager about problems, and either get no response or a generic reply that didn’t address the issue. It felt like no one cared about what we were dealing with on the ground. Manager: I appreciate your honesty. It’s clear that communication and responsiveness need improvement. Let’s talk about your performance reviews. Did you feel they were fair and provided you with constructive feedback? Employee: Not at all. The reviews were vague and didn’t reflect the hard work I put in. It felt like they were just ticking boxes rather than actually evaluating my performance. Manager: That’s valuable feedback. We need to be more attentive and realistic in our expectations. Before we wrap up, is there anything else you’d like to share? Employee: Just that you need to treat your employees like human beings, not just cogs in a machine. People will work hard if they feel valued and supported. Manager: Thank you, [Employee’s Name]. I appreciate you sharing your thoughts, even though this is a tough conversation. Your feedback will help us make necessary changes. I wish you all the best in your future endeavors. Employee: Thanks. I hope things improve for the people still working here. Now it's important to do something with this information! #bitesizeworkshop #leadership #employeeengagement

<How to leave organizations, how to conduct EXIT interviews?> : Let them go like ‘Hiddink’, leave them like ‘Ji Sung Park’. - A World Where Resignation Is No Longer Unfamiliar, But a New Daily Normal The act of resignation, once rare and deeply personal, has now become routine. Off-boarding has gained as much importance as onboarding, yet systematic improvements in exit interviews remain lacking. Many exit interviews are formalities, often avoided by employees or misused by managers as opportunities for unwelcome lectures. Honest conversations are rare, leaving organizations unable to truly understand the reasons behind departures. - Like Hiddink and Park Ji-sung The farewell exchange between soccer coach Guus Hiddink and Park Ji-sung, who left for Manchester United, serves as an example of grace in parting ways. Despite the emotional challenges, Hiddink respected Park's determination and encouraged him to succeed. Leaders can learn from this approach: listening sincerely, understanding the employee’s decision, and providing support. Farewells handled well leave a lasting positive impact on both parties. - Tips for Leaders on Managing Voluntary Resignations Gracefully and Effectively 1. Don’t Be a Know-It-All (Do NOT act like a ‘Kkondae’, an old-fashioned traditional teacher) Avoid patronizing remarks or trying to dissuade employees half-heartedly. Instead, listen, ask questions, and strive to understand their decision to improve talent retention in the future. 2. Show Encouragement and Respect Treat resigning employees with dignity and celebrate their decision to pursue new opportunities. Recognize their responsibility in managing their own careers. 3. Host a Thoughtful Farewell Event Small gestures like a farewell dinner, heartfelt messages, or personalized gifts can leave a lasting positive impression, fostering goodwill among team members. By handling resignations gracefully and maintaining positive relationships post-departure, leaders can foster a healthier corporate culture. In today’s competitive talent landscape, thoughtful exit processes are essential for turning farewells into opportunities for growth and connection. Written by Joon-Ki Han,Ph.D. You can read the full version at the link below! https://lnkd.in/dfDptkBh DANNY HAN

Here is a valuable point! Understanding why employees resign is crucial for a company’s growth and culture. Here are a few thoughts on how to effectively handle this situation: 1. **Exit Interviews**: Due to some kind of fear staff may write something different or positive whereas in reality they had to go through some harassment of some kind. Conducting thorough exit interviews can help gather honest feedback from departing employees not just for formality but to understand reality. Ensure that these interviews are confidential and conducted by a neutral party, which encourages honesty. 2. **Trusted Personnel**: Having a designated, trustworthy HR representative or a professional third-party service can allow employees to share their true reasons openly, without fear of repercussions. 3. **Anonymized Surveys**: Offering anonymous surveys before and after resignations can provide insights into patterns or areas of concern within the organization. 4. **Open Door Policies**: Encouraging ongoing communication and creating an environment where employees feel safe discussing their concerns can help management address issues before they lead to resignations. 5. **Data Analysis**: Analyzing resignation data—such as department, tenure, and exit reasons—can provide insights into systemic issues that need addressing. By implementing these strategies, companies can better understand employee turnover and make improvements that foster a healthier workplace culture.