The decision is made. You have chosen to leave your old job for good and move on to richer and greener pastures. And the one last gesture of conclusion to your employer-employee relationship is giving an honest and constructive explanation about the job experience and reason to quit. Or is it?
Which, of course, doesn’t serve the purpose of any organization? For most companies exit interviews have become an unwanted process that is being followed because it has to be followed. Most of the feedback from soon to be ex-employees are either diplomatic responses or emotional outbursts, both of which cannot be taken at their face value. What would help an organization affirmatively is conducting surveys about employee satisfaction or work culture every six months or so, preferably anonymously, which helps the members put forth the truth. Exit interviews should be limited to lending a compassionate and caring gesture to an employee who helped in uplifting the productivity and upholding the name of the organization instead of prodding him/her with uncomfortable questions and surveys. Let it be a positive note from the side of the organization to assert that the employees are treated with equal respect on their way out as on their way in. Let it be a sign of closure from the side of the employee to move on from any negative feelings and ensure a smooth transition into a new world.