I’m finally leaving a bad job with a miserable boss — and I’m not the first. The turnover here is notoriously high — and now HR wants to schedule an exit interview with me. Is there any point in being honest since this boss and culture is widely known, and nothing has ever been done about it?
So what are you saying . . . that you weren’t happy at work? People often write in about bosses who create unlawful working conditions through harassment, discrimination or some other means of creating a hostile work environment. While those types of managers do exist, more commonplace are the bad bosses who don’t do anything illegal but make coming to work about as enjoyable as a visit to the dentist. The major difference is that the dentist at least can give you something to numb the pain (in business it’s called happy hour). Many companies have a formal process that protects information from being attributed to any individual — and often the accumulation of feedback does lead to change for the better. Keep your remarks professional, unemotional and objective.
My employer has a reference policy of only providing dates of employment and title. As a manager who is often asked to be a reference, I don’t think it’s fair or right not to help out someone who was a good employee — so I confidentially do so. Can I get into trouble for doing this?
Employers have a right to enforce their policies — even bad ones. They’re designed to help avoid litigation from former employees who may sue when managers provide negative references. And courts generally rule in favor of employers in the rare instance that a negative reference is challenged in court — unless the former employee can demonstrate the feedback was untrue, personal or in some way intended to cause harm. Employers are concerned about undisciplined managers going rogue and saying such things — hence the rule preventing anyone from saying anything. I can’t advocate violating company policy — but if you decide to selectively assist a few former staffers confidentially, you wouldn’t be the only manager who does it.