A journalist at Business Insider is writing a piece for tomorrow morning about exit interviews. The piece is being framed from the employee's perspective, e.g.<ul><li>What should/shouldn't an employee say?</li><li>How honest should they be about a company/manager?</li><li>Basically, how should they prepare&nbsp;and then handle themselves during the interview?&nbsp;</li></ul>Just a few quick thoughts will do. Soundbites, not War and Peace!

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Exit interviews - what to (not) do and say - Insider


Exit interviews are a fantastic opportunity for you to give developmental feedback to them. But there's no point talking about things that already happened, there's nothing they can do to change them, and you're leaving, so they likely won't care.

What they will care about is what they could possibly change in the future to ensure whatever made you leave doesn't affect anyone else - so keep it constructive and factual. Leave your emotions at the door.


It might be tempting to go out in flames, but just be careful you don't burn any bridges on your way out.

Content marketing that your mum would hate! Founded by Jessica Ross, Smashtag Social's bread & butter services are social media & copywriting but we work with clients to deliver all kinds of marketing strategies and campaigns that provide scalable, long-term returns on investment. Smashtag Social was born out of the pandemic, after founder Jess was made 'pandundant' from her full-time marketing job.

Smashtag Social

Jessica Ross

If you truly want to help the business improve its employee experience, it's fine to let them know where they have let you down, it's ok to be to be honest, but be constructive.   Give them some examples of there they can improve for the future.

Organisational Coach and HR Expert We help business owners and leaders stay sane through managing change and growth in their business. Running a business is hard, with 101 things that need attention every day; as organisational coaches, we help business owners and leaders manage the human side of running their business, if when it comes to managing teams and individuals you're fed up with asking "why can't they just ......", or you're struggling to get teams engaged and onboard with the business agenda, then my friend, it's time to talk !

Rowan Consulting

Karen Watkins

Exit interviews are a time that employees can actually be honest - but don't leave it until then to let the Company know if there is a serious issue - it could have been dealt with.

An employee must only state facts and keep the feedback constructive - don't make it personal.
 

At Kate Underwood HR and Training consultancy we pride ourselves in providing cost-effective and high quality commercial HR and Training Consultancy with a specialist focus on start-ups and SME’s. People are what make your company work and are your biggest cost, we take the time to get to know your business and how you tick to ensure that the right solution is found. We have often been told we am not the 'usual HR type'​ as I am approachable, down to earth and try and find soultions that are both legally compliant and fit what your business needs. As well as Human Resource Management I am a bit of a technology geek, and can help you find tools to improve your business. In Novemeber 2020 we launched Pocket HR (www.pockethr.co.uk) an online membership platform for small business owners to learn about HR in their small business. It includes bitesized training, Monthly Q&A Sessions, Private FB Group and all the templates, Checklists and support you could need.

Exit interviews - what to (not) do and say - Insider

3 responses from the Newspage community

Jessica Ross

Founder & CEO at Smashtag Social

Karen Watkins

Founder at Rowan Consulting

Kate Underwood

Managing Director / HR Director at Kate Underwood HR and Training