Is Honesty the Best Policy for a Job Exit Interview?

Countless employees have left their places of employment in recent months, a trend that has been accelerated by the advent of COVID-19. Many of these departing employees are confronted with the “exit interview” typically conducted through the employer’s Human Resources department. While this might offer a venting opportunity for a disgruntled or “burned out” employee, there are a number of reasons why this approach would be ill-advised for the departing employee. Conversely, communicating valid concerns about employment aspects such as the corporate culture can be useful – and well-received – input to a company’s HR representative, provided that such input is offered in a professional manner.

How best for a departing employee to communicate any concerns? One way is to communicate concern for the future welfare of both the corporate organization and the colleagues who will remain with the company. Properly communicated, such concern is likely to be appreciated by Human Resources and will reflect favorably on the employee offering their candid concern.

While this kind of feedback benefits the company – which may have heard similar concerns expressed from other departing employees – it is of equal importance to the departing employee. Almost certainly, their recent employers will be contacted for a reference by prospective new employers at some future date. An employee who has “burned their bridges” with unfavorable commentary vis a vis a past employer, may not only lose a future opportunity to rejoin that company, but may find that other employment prospects have been compromised as well.

However one departs from an employer, no one needs the aggravation of losing a promising job as the result of receiving an unfavorable reference. Rather than experiencing lost job prospects, consider having a reference check(s) conducted to reveal what your former employer is actually saying about you. Utilize a professional reference-checking firm such as Allison & Taylor to identify if your references – in particular, HR and your former supervisor – are as supportive as you need them to be. If they are not, note that services such as a Cease & Desist letter can be used to better ensure that unfavorable references will not offer damaging commentary to your future employment prospects.