As a continuation of yesterday’s blog, let’s fast forward through the resignation process now that you know more communication daily is needed. Regarding my daughter’s situation, they accept her resignation, and she gives her two weeks’ notice. As many of you know my dad passed away last week. My daughter’s last week was definitely not what someone’s last week should have been. Now there is nothing left other than the manager reaching out and performing his exit interview. However, before we go into the exit interview, a task I wholeheartedly embrace, I must set the stage a little more.
Seems Like A Normal Exit Interview, Right?
Her immediate supervisor reaches out and after giving her an option to stay, he asks if there was anything that was not right at the company that may have caused her to leave. “Is there anything that you want to share that we can learn for our next hire?” This along with other standard questions that should have been asked at an exit interview. So, what’s the problem?
The Problem With This Exit Interview
The problem is that the very person that she has had no communication with is the same person that is going to interview her. That makes no sense unless you want to hear that everything is fine. Let’s imagine this scenario. You are in your twenties, and a hiring manager that you report to asks for real feedback. Do you truly share what is in your heart? Or do you tell them the truth of what was the real reason that you were disappointed in the employee/employer relationship? What’s the lesson to learn? The lesson to learn is that an independent person should call and do the exit interview. With that, they would get to hear honest answers to the questions that are most important. The type of answers that can help shape further hiring and on-boarding practices.
What About The Sweatshirt?
What does an exit interview process have to do with a sweatshirt? Her firm gave out sweatshirts as a way to show their appreciation about a month ago, but is that enough? Is it enough for a remote employee to feel a connection with their firm and hiring manager? I think not.
The Importance Of Constant Feedback
Please do not wait for someone to announce they are leaving to let them know how valuable they are to you and your firm. Give them constant feedback, which is owed to them as an employee – whether they are in front of you or on a video call. Lastly, have an independent individual reach out and do an exit interview, not their immediate supervisor because you will never hear what the real situation is.
If you would like to discuss your options, please reach out for a confidential conversation at 760-477-1284 or email at [email protected]. He can also be reached on LinkedIn. Subscribe to our monthly newsletter here, which is a compilation of our weekly blogs, so you never miss one. You can find our listing in the “supplier and services” section of the Red Book under the title of “executive recruiting.”
About Harlan Friedman, JD & Founding Member, H. Friedman Search LLC. Harlan is a thirty-year veteran Public Finance Banker turned recruiter who specializes in the placement of all levels Public Finance Bankers, Healthcare Bankers, Municipal Advisors, Compliance Officers, Issuers, and Bond Counsels.