Timeline for Unavailable manager says ‘I’m always available’
Current License: CC BY-SA 4.0
14 events
| when toggle format | what | by | license | comment | |
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| Jan 6, 2019 at 21:01 | comment | added | Julie in Austin | Exit interviews are often just a way to make employees feel good about having been shoved out the door. I've conducted a number of them, and that's what we rehearse -- how to say "So long and good-bye" in a way that won't blow up in our faces. For voluntary separations, I have been asked why I'm leaving, but there was zero indication anything I said was going to make a difference. When I left my most recent position my immediate boss was well aware of why I was leaving, as was the executive team. In the OP's case, I doubt there is, or will be, any confusion as to why. | |
| Dec 12, 2018 at 12:39 | comment | added | djsmiley2kStaysInside | Don't worry about an exit interview, they won't have time for one. | |
| Dec 12, 2018 at 9:43 | comment | added | Eel Lee | @Celos on the other hand, who said that a bridge to the land of torment and sorrow (which I'd say sometimes describes one's previous job quite precisely) should never be burned? I'd say some bridges should definitely be burned. While still agreeing that - usually - you should not burn them. Without a reason. And sometimes there is a reason for that ;-) | |
| Dec 12, 2018 at 5:35 | comment | added | Zaibis | workplace.stackexchange.com/q/60475/26185 related to the last part of your answer. | |
| Dec 12, 2018 at 5:21 | comment | added | Nelson | @r3musn0x If a company has a functioning structure to receive negative feedback, they would've been given LONG before the exit interview. You would've already given negative feedback in a healthy company, and you don't want to give out any in a dysfunctional company. That's why the generalized advice is "Never give out negative feedback in an exit interview." | |
| Dec 11, 2018 at 8:25 | comment | added | Eric Duminil | @SethRobertson: I cannot find it either. It might have been a motivational poster about mediation. | |
| Dec 11, 2018 at 8:12 | comment | added | Alexander Engelhardt | @SethRobertson , I know it as a Zen saying that goes "You should sit in meditation for 20 minutes a day, unless you're too busy. Then you should sit for an hour". This one is very google-able. | |
| Dec 11, 2018 at 6:53 | comment | added | Celos | @r3musn0x exit interviews might do some good to the company if they were willing to listen and acknowledged any criticisms and were willing to act on them and followed through etc. No upside for the leaving employee, though, and plenty of opportunities to burn a bridge. And in this particular case, you'd be complaining about the manager to the manager (who's also HR). I don't see that going well. | |
| Dec 11, 2018 at 6:17 | comment | added | user83608 | I'm really confused by your "don't mention anything negative" policy. Isn't that the point of an exit interview for the company to figure out whether there is something wrong that causes employees to leave? | |
| Dec 11, 2018 at 4:10 | comment | added | Seth Robertson | @EricDuminil: Great quote, but what is the source? I didn't obviously find it during a search | |
| Dec 10, 2018 at 18:57 | comment | added | Eric Duminil | It reminds me of a quote : "if you're too busy to walk 1h in the woods, go walk 2h in the woods". | |
| Dec 10, 2018 at 17:55 | vote | accept | Obie | ||
| Dec 10, 2018 at 16:29 | comment | added | gazzz0x2z | Gotta love the way you return the argument. And you're 100% right. If people are so much in hurry that they can't stop to think, then it's definitively time to stop anyways and rethink how the whole thing is working. | |
| Dec 10, 2018 at 15:02 | history | answered | berry120 | CC BY-SA 4.0 |