Question
I’m being shrunk (I mean “downsized”) at the end of the month. I have an exit interview scheduled before then. Any recommendations on what to say and what not to say during the interview? What’s the purpose of exit interviews in these situations anyway? Thanks.
Nick’s Reply
Shrunk, downsized, booted, fired, let go… pick a euphemism. The purpose of the exit interview is twofold (I’m sure some HR experts could come up with more). One, to help a genuinely interested company learn from your experience. Two, to protect the company from legal repercussions after you depart.
Stay out of exit interviews and stay out of trouble
I have never viewed exit interviews as anything but rote, senseless, useless — and risky. They tend to be conducted more for the second reason than the first.
My objective is more to keep you out of trouble than to help you be a company’s good buddy. Some may take issue with this, but my advice is to be polite, say as little as possible and get it over with. Better yet, politely but firmly decline the meeting altogether. You can part professionally and responsibly without the post mortem of an exit interview.
Little upside, lots of risk
You should of course follow your good judgment if you want to do that interview. But there’s nothing necessary about it.
There is not much upside for you in doing an exit interview. Sometimes a company will dangle an incentive like a gift card, free career counseling or quicker settling of what they owe you. They cannot withhold pay. Of course, some will tell you that your “feedback” will benefit other employees.
There can be significant risks in sitting for the meeting. If you’re critical or emotional, the company could retaliate if it is ever asked for references. If your comments are glowing and you wind up having to unexpectedly take legal action about your termination, your positive comments could be used to undermine your case. Because there’s nothing confidential about that meeting, HR could share your comments with your boss and other employees, which could cause unwanted tension.
Exit interviews are always too late
Don’t complain, don’t explain. You’re not going to help the company fix its problems or faults at this juncture. If what you think really mattered, the company would have asked your opinion long ago. And, if they were really willing to use your comments to good effect — and for your benefit! — you might not be leaving.
Bottom line: It’s a little late to be talking about your employment experience. If you want to offer anyone at the company your advice or comments, do it informally, privately and off the record.
Use your judgment. But, don’t use the exit interview to vent, and don’t assume you have any obligation. That’s my two bits. For more on this topic, please refer to Parting Company: How to leave your job.
I wish you the best on your next job.
What’s your experience with exit interviews? What benefits have you experienced? Problems?
: :
I’ve been laid-off a couple of times, and fired a couple of times, too, but never had an “exit interview” in those cases. The final step before going out the door was always, “This is why we’re letting you go, and this is what you’re getting in terms of severance and ‘benefits.’ Sorry. Thank you. You’re on your own.”
When I left as a result of landing another job at another firm or to attend grad school, that was all I told HR (or Personnel … a long time ago). No details, no criticism. And Personnel never asked for any suggestions about making the old job or its pay or benefits any better.
In a niche job, even on a global market scale, people often know each other or know about each other, and sometimes just switch companies, also internationally (speaking from a European perspective) within the same industry when looking for new opportunities. So I would be very careful to outright refuse an exit interview, but I would certainly weigh my words very carefully when speaking to HR and reveal the absolute minimum in a diplomatic manner. I am of the view that it’s best not to burn bridges.
“…weigh my words very carefully…”
Nonetheless, whatever you say can, and will be, used against you.
While the company cannot withhold pay, they can threaten and withhold other things. Generally make your departure uncomfortable.Once I had HR show up at my office door and conduct a snap exit interview. Just smile and be anodyne. Say nothing negative. Smile.
“…HR show up at my office door and conduct a snap exit interview.”
That says it all and “anondyne” is the best response if not an outright “I’m way too busy now wrapping things up…”
This was due to an acquisition so I had a departure date in advance. I was too busy transferring out the 2.5 jobs I did. Quickly enough so I was allowed to leave early yet keep my later official departure date.
When I was downsized, there was no exit interview. I was taken to a room in HR and told they were going in a new direction (HR didn’t say this but it was to hire new people at lower pay).
I would like to know what you think about HR surveys to rate your boss (kinda like an 360). Although HR claims they are confidential, I don’t trust that. I’ve never done those type of surveys. I think it’s asking for trouble.
I believe that exit interviews are increasingly a thing of the past. People can now record interviews on their phones. It’s increasingly “here’s your departure package, we will send your things after you pick up your personals like your car keys, sign this doc here now (don’t!)”
And HR wonders why lawsuits are on the rise…and former employees are winning.
@Anna: If you’re asked to do a 360 on your boss without termination or quitting on the table, I think it’s risky not to do it. Of course, if you forget and HR never comes back around to ask again, that’s on them. Boss reviews of some kind are still pretty common. As long as it’s not part of your departure the rationale is that you’re contributing to the quality of the company and I can’t argue with that. Not to say that any critical comments you make won’t be used against you…
Just say that you appreciate your time at this job and are grateful for all you learned while working for Company Name. Stay classy and smile and just fake it. Nobody cares about the low people’s problems on the job or their opinions. I had to do an exit interview once and I told the truth but this was way before I started reading this column. Do not know if it affected me later on.
And at another job, they had us doing evaluations of the work place online. One guy told me he said what he wanted to say which was negative (his group was ineffective). He got laid off soon after and he said he felt like part of that was how honest he was about the bad job. He said he talked to his IT career relative who said yes, they know which computer did the online survey so they know who said what.
During an exit meeting with a Fortune 50 company they asked me to sign a new non-disclosure agreement. I declined.
I said I had already signed one and if they wanted they could give me a copy of that signed one.
And the situation was where I was quitting. They were not offering me some money as part of me departing and yet there they were asking me to sign a new NDA. Nope.
It seems that today HR has increasingly absurd requests and ethical practices are a thing of the past. Add to this legal departments which will bankrupt you in court before negotiating anything…as a corporate policy.
No has become the default for employees separating.
@P: Nope, indeed! It’s astonishing what some companies expect, without delivering anything to you in return. Generally speaking, if you’re asked to sign an NDA or NCA when you join up or even later, my advice is to get a signed severance deal that compensates you for what you’re giving up.
They will threaten to pull the offer, citing standard procedures. They always have an alternate.
How are exit interviews and counter-offers similar?
Both are likely to be more damaging to YOU while more beneficial to the employer. These lopsided arrangements are not advisable for one to engage in.
@Chris S: Almost always true!
20 years ago I was given 60 days advanced notice to be laid off from a school district job I really loved when a referendum failed and a less competent but lower salaried person was kept on. I was being called every day by HR for the exit interview. They must have known I was upset. Always said no, I had 45 days accumulated sick leave and 30 days vacation coming to me. Went to a mental health professional and explained the pressure I was under and she wrote up an excuse for me to take the final sick days and I was out of there. I learned real fast that referendums are not about the students but pay raises and retirement. The next referendum passed but once the money was set aside for projects it some of it disappeared and schools were still in disrepair. Where did it go? Fine example for teaching students.
I’m surprised they didn’t force you to do the final interview because of paperwork or withholding your packages. Government can be even more lawless than business.
To put it simply, the company never cared what I had to say in the first place, but it took one foot out the door to care now?