I resigned from the clinton site in January. Emailed the HR manager and all three HR contacts, requested an exit interview, and eventually got an exit survey, which I filled out honestly. Emailed HR contact a few times, both before and after separation, requesting a follow up, and never heard back. It’s a shame, because an employee can really only speak honestly after they resign, as the alternative is speaking honestly or giving critical feedback while employed and getting yelled at and eventually fired. Has anyone been able to get an HR interview after resigning? Any idea what they do with the exit survey? Do they even read it?
16 replies (most recent on top)
Move on...no one cares. Even on this forum.
The old adage used to be “your two smartest days in the company (the days you get listened to the most) are the day you hire in and the day you quit”. Apparently they don’t care about why you are leaving these days because they want more of us to leave to
hasten the recovery process. In my experience, management spins any negative feedback from those interviews as “sour grapes” anyway, so if they can rewrite history, why bother.
There are certain keywords that if included will lead to an investigation. You can guess pretty easily what they are.
Why do you need an exit interview when the truth is just right here. Think about it.
I was the poster above and I want to clarify one thing: there are still helpful caring people to help researchers but they can’t really be themselves under the heavy micromanagement and I hope those people find an exit strategy as soon as possible because I hate to see good people abused like that.
As long as Tracey G is head of HR, she could careless why people left.
Thank you for this. The moment I got to Clinton, it was immediately obvious that the environment was very different than Gulf Coast. Definitely a place where process and misleading metrics reigned supreme over actually getting work done and working well together. Gulf coast had an element of that but Clinton was that on steroids and it was especially terrible for a location doing research.
Newsflash to people (YL): researchers don’t care to be nickel and dimed (which are basically rounding errors in the budget) and given push back every step of the way due to overburdening processes. Getting simple things done was a pain and the people slowing things done rarely showed any compassion and empathy about how they were basically torturing the “research partners” in the name of processes. Any person that seemed to truly care got washed out with the bath water during the PIP or layoff.....
Not all managers are bad but there are more bad than good these days. Supervisors promoted to management positions quickly become as bad as the managers they have to work with. We have promoted too many followers and bullies that brown nose to fit in. Bad managers destroy good employees.
The employee is gone. If they report the truth then they will only be called a disgruntled employee or it will make the case for why your no longer a good for. This is how xom managers manipulate the systems.
As an HR employee (yes, really), trust me - many in our function were equally upset because for those of us who cared, we really probed in those exit interviews and I found them to be some of the most useful data points, especially if you were a regretted employee. Not only did we read the interviews, but I've spent hours of my career analyzing them, finding themes, and presenting them to managers. The shift to the surveys is part of the overall model of migrating work to GBCs or techno. I didn't like it, still don't, but it's a decision I can't argue now. Important thing to note - PLEASE STILL DO THE SURVEY. We leverage that input and it's more critical than ever that we get real responses.
Are you serious? Why would they care about the opinion of an ex employee. Do you care what your boss at your first job thinks about you? Just move on.
I doubt they want the truth documented.
OP here. I guess I’ll just have to write honest reviews about this company on indeed, blind and any other sites I can find, for what it’s worth. I already wrote one on Glassdoor. A company that is so arrogant and doesn’t care to hear from its employees is doomed to fail. ExxonMobil no longer has the financial clout it used to. Such arrogance won’t serve them well any longer.
I worked in Houston and Clinton. Clinton has the most immature and incompetent supervisors I have seen in the company. Someone needs to tell them that.
Awww, you're so cute! Newsflash: no one really cares what employees think. Are you surprised?
I was disappointed HR isn’t doing them so I just did my own when a direct report of mine resigned, the survey they do is totally worthless.