By Kim Fuqua

“At what point did giving honest, constructive feedback during an exit interview become synonymous with ‘burning bridges’?” 

This was the question posed by staffing industry executive and CEO of Triggerfish Solutions, Deb DeCamp. “Departing in silence may feel like the kindest route, but sometimes silence delays the growth that only honest feedback can spark.”  

Most organizations have teams and processes that focus on building a strong culture and driving retention. This is how they improve; this is how they grow as an organization. If exiting employees spoke the truth, managers would be held accountable—and more top talent might stay. “Truthful exits reveal what performance reviews often miss: leadership gaps.” says DeCamp.  

Honesty in exit interviews is often limited though. A Gallup survey found that while 52% of employees leave due to a bad boss, only 9% admit this in exit interviews.¹ Companies often have no way of knowing they have a bad manager without this valuable feedback from exiting employees. 

Tips for a Successful Exit Interview 

Make sure you are interviewing with a neutral individual (HR, 3^rd party); your manager should not be conducting the interview. If they are, request the interview be with HR or a higher-level manager. If it is a form or online tool, be constructive and share comments at the end. Keep it business – not personal – and share constructively. State the facts and concerns. 

• Don’t: â€œThis place is a mess and very disorganized.†

• Do: “The department is going through a lot of change, and I feel there is a lack of structure and leadership that I need in my role.† 

• Don’t: “The manager is horrible.† 

• Do: â€œI feel I did not get the support and coaching I needed to be successful in the role.†

If you are not the first to share a particular piece of feedback, your interviewer will likely ask additional questions for more details, and this can provide more specifics to help the department or team. 

Build a Bridge for Your Colleagues 

You are giving your colleagues a gift by sharing your experiences. â€œOne of the first things I do when starting a new job or consulting engagement is to ask to review the company’s exit interview notes,†says DeCamp. â€œThere is no better way to get to the core of your company’s culture than having a strong exit interview program.† 

Benefits for the Team Left Behind 

• Better Work Environment 
  Feedback can lead to positive changes in policies, workload distribution, and management style. 

• Voice Amplification 
  Exit interviews often validate concerns current employees may be too afraid to raise. 

• Team Morale & Trust 
  When companies act on exit interview insights, it builds trust with existing staff. 

Benefits for the Departing Employee 

• Closure & Professionalism 
  Leaves the door open for future opportunities and maintains a positive relationship. If you’re leaving due to a bad manager, that manager could soon be replaced and the door could reopen. 

• Sense of Contribution 
  Provides a chance to help improve the workplace for former colleagues, many of whom you probably call friends. 

• Personal Growth 
  Reflecting on the experience can help clarify what you want (or don’t want) in your next role. 

As you prepare to leave a company, whatever the reasons might be, make sure to depart with purpose, not silence. 

Join our Fishtank 

Care to join us in revolutionizing the staffing industry? Share your insights on tech trends affecting our industry by hopping into our Fish Tank and taking our Staffing Producer System Survey. Become a part of the future of staffing. And don’t be afraid to swim against the tide. 

¹Â People Element+6Soocial+6Recruiter.com+6AceNgage