Is taking an exit interview helpful?

If you visit Glassdoor.com and read reviews of companies by employees who have left, you will likely come across many one-liners that express dissatisfaction with their former employer, such as "management sucks," "low salary," "lack of vision," "toxic workplace," and "rude supervisor." While this list is by no means exhaustive, it highlights some common issues that employees face in the workplace.

The HR department of several companies encourages their employees to write positive reviews and give a 5-star rating. It makes them look good too. The best time to ask for this favor is when promotions or incentives are extended or an employee has some positive experience as a result of an event in a company.

After conducting a preliminary review of some of the top Fortune 100 companies, as well as several mid-tier and small companies across different industry verticals, I have found that the comments on the "Cons" are strikingly similar. It was a challenge to find any exceptions, as many employees across different organizations report similar issues with management, communication, career growth, and workplace culture.

I keep wondering, why now? Why leave feedback at the time of leaving?

“But Mukesh, there are several reasons why an individual may choose to do so. Employees may feel more comfortable being candid about their experiences once they've already left the company, as they no longer feel constrained by their employment status.” – I have heard on a few occasions.

Based on my experience managing teams and heading company operations, I think people don’t leave the company. People leave people. This could be due to the following scenarios:

 1.    Change in a personal situation like health or family.

2.    High levels of ambition and impatience can sometimes result in misaligned expectations between employees and their employer, ultimately leading to dissatisfaction and potential turnover.

3.    Poor experience with colleagues or a supervisor.

 Points 1 and 2 are relatively simple to understand. The 3rd one is a bit tricky because one-side story or narrative could be erroneous. Often times those leaving fail to acknowledge their mistakes or shortcomings and blame the management or supervisors. So how much useful is their feedback?

 I believe that one of the most effective ways to support your organization is to provide constructive feedback, even if it means offering scathing critiques, while you're still employed with the company. Providing honest feedback can help identify areas for improvement, ultimately benefiting the organization as a whole.

 It's also essential to remain humble by being open to receiving constructive criticism about yourself. By doing so, you can continuously improve your performance and contribute to a more positive and productive workplace culture.

 The onus is also on the "Leadership" to foster an environment where people feel safe to voice their opinion. Individuals should not feel hesitant or anxious about any potential negative consequences. It is only when this sense of safety is established that healthy discussions can take place.

Leadership is not about doing what is popular or pleasing to others but rather doing what is right. This can sometimes mean having difficult conversations with your supervisor or even your CEO. However, it's crucial to approach these situations with a focus on facts and rationale to ensure that your perspective is grounded in objective reasoning.