moneymaven
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Post by moneymaven on Jun 13, 2011 15:06:19 GMT -5
So, I quit my job and I am going to work to grow my small business that I've had for about 6 years. I gave them 6 weeks notice and my last day is July 15th.
We've been discussing doing an exit interview. My dilemma is this. My employer will continue to be a client of mine and I will interact with them 2-3 days/week.
I am not sure how honest I should be about certain happenings in the office. I don't want to damage the relationship, but as the manager of the company currently, I have always genuinely appreciated honest feedback during exit interviews.
What would you do? I should also mention that the owners of this company are connected to me and my business through many overlapping interests and acquaintances that may generate business for my company.
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Deleted
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Post by Deleted on Jun 13, 2011 15:07:28 GMT -5
Don't say anything that will damage your relationship.
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thyme4change
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Post by thyme4change on Jun 13, 2011 15:09:42 GMT -5
What thing would you like to tell them?
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midjd
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Post by midjd on Jun 13, 2011 15:10:07 GMT -5
Yeah, in any other circumstance I would advocate pure honesty... but needless to say, you don't want to piss someone off if you're going to be doing a lot of business with them in the future.
Is there any way to bring up these problems/issues prior to the exit interview? And phrase them in a way that sort of hands them the solution? E.g. "I've noticed that sometimes it's a little slow getting these purchase orders in, but I think doing X, Y, and Z might help..."
ETA whether you bring it up might also depend on whether the issue is easily fixable (processes, procedures) or not (personality conflicts, fundamental structure of the company, etc.)
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resolution
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Post by resolution on Jun 13, 2011 15:19:14 GMT -5
I wouldn't burn any bridges. If you can recommend improvements that don't reflect badly on anyone, then those would be the recommendations to make. At one time I had to go back to a previous employer and I was glad that I hadn't said or done anything to discredit them after I left. In this case it sounds like you will still be working with them in some manner.
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moneymaven
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Post by moneymaven on Jun 13, 2011 15:19:23 GMT -5
Well, there's a lot that I should tell them. Anyone on WIR's pregnancy message likely knows the story. It's a small company. They continually ask the staff to do more and don't compensate them for it. They don't acknowledge success or hard work. They don't acknowledge loyalty. They don't give timely reviews/raises, etc. They continue to take money out of the company yet they haven't given raises for 2 years. In fact, they cut hours and salary by 20% last year for about 3 months. They did it without warning.
All the while, they bought a Bentley on company money, take 3-4 three week trips a year together (owners are married) to exotic and expensive destinations, etc.
I am all about them enjoying the fruits of their labor, but they aren't giving thought to the perception they are giving to the staff. I wouldn't spew all of this, but I'd boil it down to things like the staff need to see leadership in action. They need you to give the appropriate attention in a timely manner to their concerns so they can respond to our clients in a timely manner, etc.
He manages the staff through fear. I disagree with this and in general, I manage through knowledge, continuing education and empowerment. They obviously thrive under the latter, etc.
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Deleted
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Post by Deleted on Jun 13, 2011 15:22:24 GMT -5
Hmm.. I would say post it here all you want, but keep it out of the exit interview.
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Sum Dum Gai
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Post by Sum Dum Gai on Jun 13, 2011 15:22:38 GMT -5
Yeah... so you're basically asking whether you should tell a future customer (and it sounds like a somewhat important one) that they're an ass? I'm no small business expert, but I don't think that kind of thing would be good for the bottom line.
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thyme4change
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Post by thyme4change on Jun 13, 2011 15:23:30 GMT -5
Oh no - don't tell them ANY of that. Other people will leave and tell them all of that. You can't say any of that without sounding whiney - and you don't want them to think that of you.
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midjd
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Post by midjd on Jun 13, 2011 15:29:13 GMT -5
With the additional info you posted, I wouldn't touch that with a 10-foot pole at the exit interview... it is unlikely that they will change anything, and they can just as easily hear it from someone who won't be depending on them for future business.
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Deleted
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Post by Deleted on Jun 13, 2011 15:30:33 GMT -5
Remember your mama's words: when you can't say anything nice, say nothing at all. Not. One. Word.
You not only need to keep them as a client, you need them as a reference.
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zibazinski
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Post by zibazinski on Jun 13, 2011 15:33:35 GMT -5
DON'T have an exit interview. I cannot even imagine why either of you would want one but if THEY insist, say nothing about the shitty way they run their business. They know and they do not care.
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moneymaven
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Post by moneymaven on Jun 13, 2011 15:34:49 GMT -5
You're all right. I was hoping there would be a tactful way of communicating some of this, but I guess not. More affirmation of why I am leaving.
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resolution
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Post by resolution on Jun 13, 2011 15:36:38 GMT -5
If they are anything like the one that I left and ended up back with, they have been told many times already by others and choose not to believe those hateful ingrates.
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thyme4change
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Post by thyme4change on Jun 13, 2011 15:36:40 GMT -5
You know, if you want, you might pick one or two names of truely golden employees that they have and tell them "Susie is a treasure. I don't know what relationship you have with her, but I will vouch for her and say that her work is above and beyond. If you see anything rocking her fortitude, make sure you work with her right away. She is a lynchpin in productivity and morale." That might give them time to consider their employee-employer relationship with that very valuable individual, or not. But, it doesn't make any reference to them not treating her well currently.
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Deleted
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Post by Deleted on Jun 13, 2011 15:40:17 GMT -5
In a selfish way, do you want them to become better bosses? As a soon to be consultant it is in your best interest for them to not have a large, happy workforce.
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muttleynfelix
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Post by muttleynfelix on Jun 13, 2011 15:48:45 GMT -5
Will they even do an exit interview? If they don't do reveiws, etc, do they even bother with exit interviews? My old employers were similar in their management style. Add in a whole bunch of yelling to yell, and yuck. They never did exit interviews or reviews or any sort of communication. They had no desire to make the work place better for their employees. They lost all of their employees in a 2 year period and eventually went bankrupt.
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moneymaven
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Post by moneymaven on Jun 13, 2011 15:49:16 GMT -5
thyme - that's a great way to approach it. And there are some great people here.
Archie - of course, I want them to be better bosses. This group deserves better.
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Deleted
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Post by Deleted on Jun 13, 2011 15:50:26 GMT -5
"They continually ask the staff to do more and don't compensate them for it. They don't acknowledge success or hard work. They don't acknowledge loyalty. "
If they ask you for constructive criticism, and you want to give something, you could say some of this, without going into the details... just that you know moral and effort are improved by consistent feedback and acknowledgement of success, effort and loyalty... and any methods/means to improve feedback/consistency of support... yada yada...
But like the rest, i'd probably just smile and keep it to myself...
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moneymaven
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Post by moneymaven on Jun 13, 2011 15:50:46 GMT -5
They brought it up, so I assume they're thinking about it at least. Knowing him though, he is probably digging for something to hang me with down the line. Better to zip my mouth and keep my name clear for business and personal reasons.
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Deleted
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Post by Deleted on Jun 13, 2011 15:51:08 GMT -5
Archie - of course, I want them to be better bosses. This group deserves better. Interesting. I don't understand.
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moneymaven
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Post by moneymaven on Jun 13, 2011 15:55:28 GMT -5
Interesting. I don't understand.
What I am explaining poorly?
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Deleted
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Post by Deleted on Jun 13, 2011 15:56:45 GMT -5
Interesting. I don't understand.What I am explaining poorly? Your desire to have your soon to be ex-bosses be better bosses for your soon to be ex-coworkers.
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Post by debtheaven on Jun 13, 2011 15:58:17 GMT -5
We've been discussing doing an exit interview.
Did you bring this up, or did they?
My guess is that even if they did bring it up, it is a very vague idea, and they will not push for it. They'll probably say, oh, we never got around to doing that exit interview! What a shame!
I want them to be better bosses. This group deserves better.
Good. Then keep quiet, say things in general and diplomatic terms, or not at all. You're a smart cookie, you can surely let one or two things "slip" if you really want to. Grow your business, and get your ducks in a row so you can eventually hire those workers yourself.
Best of luck to you!
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moneymaven
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Post by moneymaven on Jun 13, 2011 16:41:13 GMT -5
Your desire to have your soon to be ex-bosses be better bosses for your soon to be ex-coworkersMy bleeding heart... I know that I am an outcast in the sea of YM'ers... Many within this group have a very specific skill set that is not really transferable. In other words, this is their last stop on the career train. The bosses know that and take advantage of it. I wish I could help improve that situation as everyone, mostly the owners, would benefit from happier employees. My skill set is very conversant in any business and is why I can walk away to really try to grow my own business. Yes, this is because I made different, perhaps better decisions for my future. But if I could say a few things that may improve the situation for those that I leave behind, I'd like to. It's a hard pill to swallow that even bringing these challenges to light, it will not likely change anything.
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busymom
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Post by busymom on Jun 13, 2011 18:45:48 GMT -5
I agree with debtheaven. Keep your opinions to yourself, and plan on hiring their best people as your business grows. Keep in touch with the coworkers you are leaving behind!
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midjd
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Post by midjd on Jun 13, 2011 19:03:41 GMT -5
It sounds like you have a big heart. Like debtheaven said, could you maybe let a few things "slip" that wouldn't offend them, but might clue them in on the problems? Or like Thyme said, let them know who their MVPs are and that they should keep them happy? You'll know the answer to this more than any of us will... if it is likely that they know what they're doing but don't care, anything you say will probably hurt you without helping the other employees. Not worth it in that case. It's a sucky situation, I'm sorry
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Regis
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Post by Regis on Jun 14, 2011 12:15:16 GMT -5
I'm trying to understand why you would want them as a client. If they treated their employees that poorly, can you imagine how they must treat their business partners?
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zibazinski
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Post by zibazinski on Jun 14, 2011 12:21:18 GMT -5
Get any payment to you in advance or you could find out you did work for no payment.
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thyme4change
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Post by thyme4change on Jun 14, 2011 12:26:06 GMT -5
Do people really drive around in Bentleys?? ROFL.
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