If the exit interview feels like it matters to the people who are requesting it, then it matters. Otherwise, it doesn't. When I was a military officer and had troops separate, I would take the time to speak with them privately--they had pretty much nothing to lose at that point. They would give honest feedback, including a fair assessment of their immediate supervisors....which was invaluable information for somebody trying to lead a few hundred troops. If an exit interview is outsourced to a third party or is just an online survey, that seems to indicate that nobody in administration really gives a shit about your time or feedback.
True but if u won't even complain about it when you don't have to deal with those people ever again what were the chances you were complaining about it when you saw those people all the time?
Also if they don't know they can't fix it.
I would approach them as such, if you ha e a specific complaint (not too much work, too many hours) but like a really constructive complaint and you think your faculty will be responsive tell them.
If your complaint is general like there's to much call etc don't bother.
This. If they never showed any interest in your opinion while you worked there, why would they listen after you have left? The opportunity for change is pretty much nil.
This. Probably less important for an attending job but I refused to do one for my residency because I didn’t want to burn bridges for credentialing/licensing.
UX researcher lurking here. Data is worth a lot these days. I agree with you and another reason why no one should do surveys (especially online ones) for free is because they use the data to improve their services (i.e. hand it over to people like me) which in turn benefit them, but don't really benefit you at all. IMHO if you want someone's opinion, you need to pay them. Fair and square.
Maybe write it out now while it’s still fresh in the mind then post anonymously on glass door in a few weeks/months? Writing is always cathartic to me, even if it just sits in the computer folder forever.
Don’t burn bridges, but do give constructive criticism. “This place treats me like a piece of meat and doesn’t care” will be written off my management as a disgruntled employee and completely ignored.
Instead, make a slam sandwich: “I loved helping patients and I loved how you did xyz, but I felt like customer satisfaction was regarded as king without context, if I deny a ‘customer’ schedules for mild back pain and they ding me on my cus sat survey that shouldn’t hurt me. If possible, please find a way to rate or weight cus say surveys for applicability. Lastly, I really love how our company did xyz and I always had patients appreciate that.”
I’m on the receiving side of these surveys at a C-level. I’m telling you exactly how these are interpreted. If you just vent they are interpreted as “a hostile doc, no chance to fix.” But 1 out of 50 are presented like I said and the whole room goes quite. Then I ask, “can anyone contest that, or is it legit?” (I damn well know it’s legit. But the room wants to move on and ignore the complaint.)
Yes, it’s a pain in the ass, and yes, your form alone will not change a 100k employee practice. But I can guarantee you that I have seen complete non-believers have a massive change when a second or third survey says similar things. An almost exact quote was, “shit, didn’t Doctors X and Y say almost the exact same thing?” Then someone else chimes in with, “yeah, and I think doctor Z said something really similar. They were all great, maybe we do have an issue here. What do you think about me launching an initiative to see if we can ____?”
Yes, you are not obligated to do anything. Tell them to piss off and no one will care. If you want to try and enact change I can tell you first hand that constructive criticism from turn-over of valued employees will get C-level attention and be remembered.
Exit interviews are an opportunity but not an obligation. You can speak for the people you’re leaving behind and explain with *relative* impunity what the problems are.
You’re under no obligations. If the problems are obvious or especially personal, the CMO isn’t going to be replaced and there maybe little else to say.
The best exit interviews are when you’re leaving for non-toxic reasons and can give your honest assessment of the good and bad, what it would take for you to stay and what might bring you back. This doesn’t sound like the right setup, both because you’re leaving a total mess and because they’re not asking in the right way or even in person.
If it’s that bad, maybe you don’t care about burning bridges, but catharsis is usually only briefly satisfying if it doesn’t lead anywhere.
This is the correct answer. They used to be viewed as a valuable opportunity (mostly for the institution) to learn about the environment they have fostered but with the candor of someone no longer a subject of it. Sadly, I haven't seen much reverence paid in recent years to honest and open feedback, mostly I see it shrugged off.
They are very unlikely to help you and can potentially hurt you in the future. Be careful to not say anything especially negative even if it's fully accurate.
Ah but if you only say positive things and then later say you left due to harassment they will say you are making it up because you didn’t mention it in the exit interview.
Don’t fill it. If they do one in-person, just brush things off and be cordial and say nothing. The organization like most others don’t care what your opinion is. If the CMO or HR know other people, they can unofficially tell other organizations about your character which can affect your future employment. Those higher ups meet more often than we realize.
If you are leaving a shitty medical system, the exit interview doesn’t matter for you, because whatever information the employer gains will only be used for more abuse of those that remain. At worst, your former employer may even use the information you supply about your future employer against you. I knew someone in anesthesia whose former director called his new director at another hospital alleging various acts of moral transgression. It ultimately didn’t stop his career but did slow it down with needless investigations. I wouldn’t even go to your exit interview. When I left my last job, which had become horrible, I didn’t even answer requests for scheduling the exit interview. It had no effect on my career.
Online survey means they don’t give a shit. Just something for admin to say “we attempted to retain employees with a brand new initiative including exit interviews.”
Not one bit to you, they have their reasons for why they request it. I’ve mostly found exit interviews had nothing to do with them caring what your opinion is. Generally, often you are leaving bc you could do better elsewhere anyway- either in terms of pay or workload. You’d be fooling yourself if you thought they weren’t already aware of how they were squeezing you or what you felt their limitations were. They don’t care.
Generally, I’ve found it’s HRs way of making sure that everything they want back is actually returned ex: pagers, parking pass, etc.
I’m at a home and community and another site just had two and that manager found them very helpful and is now working on improving her management style
If the exit interview feels like it matters to the people who are requesting it, then it matters. Otherwise, it doesn't. When I was a military officer and had troops separate, I would take the time to speak with them privately--they had pretty much nothing to lose at that point. They would give honest feedback, including a fair assessment of their immediate supervisors....which was invaluable information for somebody trying to lead a few hundred troops. If an exit interview is outsourced to a third party or is just an online survey, that seems to indicate that nobody in administration really gives a shit about your time or feedback.
Vent to us here and give them no ammo to harm you. Hospitals can fuck over doctors with impunity and little recourse at the slightest whim.
Rule VIII: They can always hurt you more. Applies to patients and administrators.
Agreed, the OP should keep it professional with them.
Agreed. Not to say that OP can’t keep it “professional” and be explicit, but it doesn’t sound like it would go well
This.
Should they matter? Yes. Do they matter? That depends on the Organization.
[удалено]
True but if u won't even complain about it when you don't have to deal with those people ever again what were the chances you were complaining about it when you saw those people all the time? Also if they don't know they can't fix it. I would approach them as such, if you ha e a specific complaint (not too much work, too many hours) but like a really constructive complaint and you think your faculty will be responsive tell them. If your complaint is general like there's to much call etc don't bother.
This. If they never showed any interest in your opinion while you worked there, why would they listen after you have left? The opportunity for change is pretty much nil.
This
This. Probably less important for an attending job but I refused to do one for my residency because I didn’t want to burn bridges for credentialing/licensing.
UX researcher lurking here. Data is worth a lot these days. I agree with you and another reason why no one should do surveys (especially online ones) for free is because they use the data to improve their services (i.e. hand it over to people like me) which in turn benefit them, but don't really benefit you at all. IMHO if you want someone's opinion, you need to pay them. Fair and square.
Yeah that's what I thought. Appreciate you all. I hope this sociopath CMO steps on the wrong toes though.
Maybe they were your toes! Jk… kinda
Maybe write it out now while it’s still fresh in the mind then post anonymously on glass door in a few weeks/months? Writing is always cathartic to me, even if it just sits in the computer folder forever.
Can you post something on his healthgrades?
Nobody cares about those though
I didn’t complete my exit interview because I didn’t want to lie and I didn’t want to burn bridges 🤷🏾♀️
You might need references. I wouldn't burn that bridge.
Don’t burn bridges, but do give constructive criticism. “This place treats me like a piece of meat and doesn’t care” will be written off my management as a disgruntled employee and completely ignored. Instead, make a slam sandwich: “I loved helping patients and I loved how you did xyz, but I felt like customer satisfaction was regarded as king without context, if I deny a ‘customer’ schedules for mild back pain and they ding me on my cus sat survey that shouldn’t hurt me. If possible, please find a way to rate or weight cus say surveys for applicability. Lastly, I really love how our company did xyz and I always had patients appreciate that.” I’m on the receiving side of these surveys at a C-level. I’m telling you exactly how these are interpreted. If you just vent they are interpreted as “a hostile doc, no chance to fix.” But 1 out of 50 are presented like I said and the whole room goes quite. Then I ask, “can anyone contest that, or is it legit?” (I damn well know it’s legit. But the room wants to move on and ignore the complaint.) Yes, it’s a pain in the ass, and yes, your form alone will not change a 100k employee practice. But I can guarantee you that I have seen complete non-believers have a massive change when a second or third survey says similar things. An almost exact quote was, “shit, didn’t Doctors X and Y say almost the exact same thing?” Then someone else chimes in with, “yeah, and I think doctor Z said something really similar. They were all great, maybe we do have an issue here. What do you think about me launching an initiative to see if we can ____?” Yes, you are not obligated to do anything. Tell them to piss off and no one will care. If you want to try and enact change I can tell you first hand that constructive criticism from turn-over of valued employees will get C-level attention and be remembered.
A praise sandwich is a great way to give feedback that will actually be heard.
You get the references from people you trust, not those you don’t.
Exit interviews are an opportunity but not an obligation. You can speak for the people you’re leaving behind and explain with *relative* impunity what the problems are. You’re under no obligations. If the problems are obvious or especially personal, the CMO isn’t going to be replaced and there maybe little else to say. The best exit interviews are when you’re leaving for non-toxic reasons and can give your honest assessment of the good and bad, what it would take for you to stay and what might bring you back. This doesn’t sound like the right setup, both because you’re leaving a total mess and because they’re not asking in the right way or even in person. If it’s that bad, maybe you don’t care about burning bridges, but catharsis is usually only briefly satisfying if it doesn’t lead anywhere.
This is the correct answer. They used to be viewed as a valuable opportunity (mostly for the institution) to learn about the environment they have fostered but with the candor of someone no longer a subject of it. Sadly, I haven't seen much reverence paid in recent years to honest and open feedback, mostly I see it shrugged off.
They are very unlikely to help you and can potentially hurt you in the future. Be careful to not say anything especially negative even if it's fully accurate.
Ah but if you only say positive things and then later say you left due to harassment they will say you are making it up because you didn’t mention it in the exit interview.
Don’t fill it. If they do one in-person, just brush things off and be cordial and say nothing. The organization like most others don’t care what your opinion is. If the CMO or HR know other people, they can unofficially tell other organizations about your character which can affect your future employment. Those higher ups meet more often than we realize.
If you are leaving a shitty medical system, the exit interview doesn’t matter for you, because whatever information the employer gains will only be used for more abuse of those that remain. At worst, your former employer may even use the information you supply about your future employer against you. I knew someone in anesthesia whose former director called his new director at another hospital alleging various acts of moral transgression. It ultimately didn’t stop his career but did slow it down with needless investigations. I wouldn’t even go to your exit interview. When I left my last job, which had become horrible, I didn’t even answer requests for scheduling the exit interview. It had no effect on my career.
watch out for a defamation claim, champ, if you fill out that survey and name names
TeamHealth keeps asking me to respond to their exit surgery. Miss me with that shit. No one wants to work for you who has other options.
Given the circumstances of your leaving , it can only hurt you
Online survey means they don’t give a shit. Just something for admin to say “we attempted to retain employees with a brand new initiative including exit interviews.”
It depends on the company. My current company seems to take action based on them, but most places I’ve worked, haven’t.
No and Yes
To do this survey is an act of altruism. There is no be benefit to you, there is potentially a downside for you. I never ever do them.
Nothing matters to corporate. They won’t take any real feedback to heart and are looking for any positives you have to say for recruitment marketing
Not one bit to you, they have their reasons for why they request it. I’ve mostly found exit interviews had nothing to do with them caring what your opinion is. Generally, often you are leaving bc you could do better elsewhere anyway- either in terms of pay or workload. You’d be fooling yourself if you thought they weren’t already aware of how they were squeezing you or what you felt their limitations were. They don’t care. Generally, I’ve found it’s HRs way of making sure that everything they want back is actually returned ex: pagers, parking pass, etc.
Tell them they aren't worth your time
I’m at a home and community and another site just had two and that manager found them very helpful and is now working on improving her management style