This blog post from a Canadian physician is a couple of years old, but it’s a good one about the exit interview many employers don’t hear, or at least don’t want to hear. In “Why I left the Centre of Excellence,” the doctor explains why he left a large teaching hospital. Here’s a snippet:
Lack of Respect
There are two types of respect.
The first type of respect is a type you have to earn. I know that I have to earn that respect and I don’t take that as a given.
The second type of respect is the basic respect that everybody is entitled to regardless of their station. I like to think I try to treat everybody with respect. Maybe I haven’t always done that but I always try now.
That second type of respect was totally lacking at the CofE. And for that matter forget about trying to earn the first type of respect.
It was only after working at other hospitals that I learned that I was actually an important member of the team whose input was important.
Of course, many employers don’t bother with exit interviews. Even those that conduct them may not get truthful responses, especially if the workplace is a dysfunctional one and departing employees fear retaliation or don’t want to burn bridges. In any event, wouldn’t it be great if organizations conducted exit interviews and actually took the feedback seriously and constructively?