Councillor Dr Roy Bailey’s Post

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job

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 done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show 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. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job