Enough with exit interviews
Arlen Meyers, MD, MBA
President and CEO, Society of Physician Entrepreneurs, another lousy golfer, terrible cook, friction fixer
I love it when the check out guy at the grocery store routinely asks, "So, did you find everything you were looking for?". Seriously? There are a gazillion items in the store that they change on a routine basis with one sign telling me where the "condiments" are and he really expects me to tell him the truth?
In the same vein, I never really understood why people expect you to sit through an exit interview. A recent Forbes author noted that “The purpose of an exit interview is to get the departing employee to divulge why she is leaving and how she feels about her experience with the company,” says Alexandra Levit, the author of Blind Spots: The 10 Business Myths You Can’t Afford to Believe on Your New Path to Success. “Ostensibly, this provides data that senior leadership will use to improve things.” Do you really expect people to tell you the truth? And while we're at it, why weren't you that interested in what I thought or felt about your place when I worked there?
As more and more doctors become employees, more and more doctors will be leaving. Turnover rates are high, particularly for primary care physicians. Some are suggesting a kinder and gentler off boarding process.
Of course, many organizations have an exit interview process that should, ostensibly, provide insights to help improve employee retention. However, even when conducted well, these interviews have serious shortcomings. Most notably, in cases of ghosting and other acts of impulsive quitting, workers may depart before their organization has the opportunity to conduct one. Even when exit interviews take place, research suggests that a large percentage of employees are not candid. Whereas some departing employees mask critical feedback in order to leave a positive impression, others feel that providing this information is a waste of time because they believe the company is unwilling to change. In addition, departing employees may feel that, because of how poorly their company treated them, management does not deserve to know their true reasons for leaving. In short, exit interviews are often ineffective.
Of course, you can always have some fun and just blow smoke. If you are a white coat who got the pink slip or a medical student drop out heading to your startup co-working space, here are a few exit interview lines that you might try:
1. I want to spend more time with my family
2. I feel I've accomplished everything I set out to accomplish when I started working here.
3. I just don't feel I can meet my personal and professional goals working here any longer.
4. Thank you for preparing me for my next opportunity.
Recommended by LinkedIn
5. I want to take some time off to recharge my batteries
6. I no longer think I'm a good fit.
7. I'm attracted to your secretary and I'm afraid of what might happen
8. I'd love to keep working here just for the pure excitement , but I need to make more money
9. My spouse is being relocated
10. I don't like the food in the cafeteria.
Then, there is the exit interview with someone helping you sell your business. That one you requires you participate.
Exit interviews. annual performance evaluations and job interviews are stupid and it's the last thing I want to do before walking out the door. But they are nothing compared to eulogies. I sure wish you had said those things about me when I was alive.
Arlen Meyers, MD, MBA is the President and CEO of the Society of Physician Entepreneurs on Substack
Retired, but happy to lend a hand or two if required.
9yThere should be some benefit to be derived from these interviews, in that a common denominator can often be identified, and acted upon...only IF Management can be fed the results. For that reason, they have a very real potential to prove useful, but mostly the results are simply placed on the ex-employees' file for whatever purpose. HR are not renowned for providing accurate/tangible feedback with turnover issues, and that's (mostly) the problem. Too much paperwork, too little-time to party.
Another cool job yet still not a thermodynamic job.
9yIt is rare, but I have seen exit interviews do some good. When people who are passionate about their work leave, they can have very insightful suggestions to help their follow employees. I worked for a Japanese firm that had massive turnover. I gave my list of suggestions/ insights over at the end and a manager I barely knew used it to stop the bleeding. More importantly, the exit interview is often the first time HR hears about something unethical going on with other employees. Granted, most of the time the end is marked with personality issues that make the exit interview pointless.
Director Corporate Compliance at Sun Life Health
9ySort of reminds me when I closed out an account at a bank (that is no longer in business). The representative told me how sorry she was to see me leave. Why? When I was a customer I could not ever recall them saying thank you or asking if there was anything else I needed or anything else they could do.
Sr. Manager | Director | Human Resources Business Partner | Hands-on Strategic Contributor | Connecting People and Processes to Drive Business Success | Broad experience in Global Organizations, Startups & Mom & Pop's
9yAs an HR Professional who's done plenty of exit interviews I've come to believe they are akin to a boyfriend bringing flowers to ex-girlfriend AFTER she's broken up with him. For a long time said girlfriend has been giving signals of dis-engagement. Boyfriend didn't seem to notice. Girlfriend gets frustrated with lack of attention, appreciation or whatever. Which leads to the inevitable "It's not you, it's me" conversation. Then she's off to more romantic pastures. Now boyfriend gets a clue and tries to woo her back. The time for flowers has past and "Dude! I'm just not that into you anymore" The time to talk with employees about what we can do better is BEFORE they even think about leaving.
Senior Pro | Enterprise Content Management (ECM) & Information Management (EIM) | Records Management (RM)
9yAn exit interview has the potential to exist because of one of two possible events: 1) Employer chooses to terminate the employee relationship 2) Employee chooses to resign In neither scenario is it in the employee's best interest to participate in an exit interview, unless there is some kind of compensation / incentive involved. Why would employers not recognize this?