Nidhin George 🔷
@geo_rhymes · 1:34
Exit Interviews: too late for feedback? #workplace #resignation #exitinterviews
I've also been in situations where that long overdue hike or promotion magically appears after I've communicated my intent to resign. So my question to you, soil Cast community how has your experience with exit interviews been? Or what makes you feel heard or valued when it comes to feedback? What makes you motivated to provide feedback as an employee? And if there are any HR leaders who are listening in on this, well, I'd love to hear your perspective on the topic
Tanya Coles
@MsColes77 · 2:14
Now you recognize that your employees feel like they're overworked and understaffed. What are you going to do about it? What changes are we going to see going forward now that this has been brought to your attention and now that you know that it's not just one or two employees complaining, but your whole department feels like you're understaffed, your whole department feels underpaid. Your whole department feels like there's low morale in the workplace
Carly D
@Astroality · 3:59
Because if you talk to people who still work at that same location after you've left, and you ask or address something specific that you gave in your exit interview, and you ask, hey, has this improved? Or have you seen any change with this? The answer, I'm assuming, would most oftentimes be no. And that is so disheartening
Swell Team
@Swell · 0:15
Like our culture is good. We should put things in place to ensure that we are living those values, that we're bringing that forth, that we're orienting people and that it carries through to every team in every process. So as I say this, there is that cynical person in me, like some of you, that goes, oh, right. Like how many organizations actually do that? And I think you would be surprised at how many organizations think they're doing it, first of all
J.L. Beasley
@Her_Sisu · 4:54
Oh my goodness. This is a great question and one that I don't know if it's being discussed at different conferences for leaders. I have not been in a leadership position since 2021. I decided to step away from leadership to focus on my own thing. And I am in a nine to five position. I just don't have any direct reports because I want to focus most of my energy on my thing
J.L. Beasley
@Her_Sisu · 3:11
Find out, learn their strengths, leverage their strengths, get to know how to respond to things that they are passionate about and use and direct that passion into meaningful projects that will not only deliver results for your team and the organization as a whole, but will also be fulfilling for that employee. Those are ways to and it's not the end all, be all
Carly D
@Astroality · 3:39
And the thing is that if the employees keep coming back to you with the same feedback saying, this needs to change, this still needs changing, hey, this is still a problem and nothing gets changed. People stop using their voice because it's like talking to a wall. And that's where you get that overall, you know, employment dissatisfaction
Again, a mechanism, a place for that to be reported, whether that's a person or a system. And then a loop has to come back so that they know someone's heard it. And if it's a problem that can be fixed, they should know that too. Now, this sounds idealistic. I promise you that. There are organizations that have these things, and they work. It takes effort. Well, it takes leadership that values the process and have a culture that invites this
Nidhin George 🔷
@geo_rhymes · 1:28
Ah, Tanya and Carly. Between the two of you, I love some of the pointers that you brought forward here, particularly the the one around the best kind of exit interviews are the the ones where the feedback is shared. Publicly within the group, and active measures are taken to, you know, implement or share that feedback along the, along the line, along the hierarchy, and make sure it reaches the person who is capable of affecting that change
Nidhin George 🔷
@geo_rhymes · 0:41
Hey, Mark, thanks so much for chiming in. And I love that you've brought all the elements together, all the stakeholders together. And you're driving if I understand it right, you're driving the message that this is a collective effort, it has to be done on all levels, and everyone needs to contribute equally and do their part in both the assimilation and the key impact of ensuring that feedback is taken and constructively implemented when necessary. When or where necessary
Carly D
@Astroality · 2:34
So I think sometimes people misplace that frustration, that anger towards whoever it is that's completing the exit interview, when really it's almost better to write a letter to the person who actually is in power and say, hey, you've. Lost yourself a really good employee. And I definitely would never want to see that happen to you again. Because you could have a really good organization here. Here are my thoughts, and here's what I recommend that you do going forward, right?
Nidhin George 🔷
@geo_rhymes · 1:59
Hello JL. Thank you so much for sharing your story. And you know what really caught my attention in your swell and your reply was when you said when someone sharing their feedback in the moment, don't be so quick to jump on the insubordination horse. And I mean, it cracked me up. I was laughing about it for a minute, but then I realized, yeah, exactly, that's what happens a lot of the time and that's what happens majority of the times