Any Ex Or Current 53EE'ers Visit Here?

[FailingEnterpriseAdmin]

Originally Posted by Unregistered420

He owes his management a good screw in the ass as he is leaving. Although, they probably just throw the exit interview in the trash after theyve read it. I would be giving ERAC too much credit for doing anything about a problem presented to them, unless it effects their profit numbers.

I agree. Your quitting just opens up the illusion of promotion opportunities for other employees, and they have plenty of cheaper new hires to take your place.

If it doesn't immediately affect their profitability, why should they care? Don't give them the satisfaction of confirming their preconceived hallucination that quitters are defective.

Just say "I found a much better career opportunity, with fewer hours and higher pay and much more advancement potential". It will drive them crazy.

Originally Posted by FailingEnterpriseAdmin

I agree. Your quitting just opens up the illusion of promotion opportunities for other employees, and they have plenty of cheaper new hires to take your place.

If it doesn't immediately affect their profitability, why should they care? Don't give them the satisfaction of confirming their preconceived hallucination that quitters are defective.

Just say "I found a much better career opportunity, with fewer hours and higher pay and much more advancement potential". It will drive them crazy.

I agree with your idea of having a section where you can post your exit interview, it has the potential of being useful to ERAC, current employees, as well as potential employees. Maybe have some set questions and guidelines to keep it somewhat standardized? As we all love to bash ERAC, that may be useful information as long as people keep it honest and dont drift off into nonsense and childish comments.

If this is done correctly, you could also track under-performing groups/regions in the country and really see problem area/managers and pinpoint whats wrong.

You should look into this idea admin, I think it has potential.

[Captain Fucking Bleedgreen]

Originally Posted by Unregistered420

He owes his management a good screw in the ass as he is leaving. Although, they probably just throw the exit interview in the trash after theyve read it. I would be giving ERAC too much credit for doing anything about a problem presented to them, unless it effects their profit numbers.

take a step back...retention does affect profit numbers/bottom line. It costs money to train new people and bring a newbie up to the experience level and competence of, say, a 3-year employee or better.

That is why retention is one of the 4 core areas for promotion: it affects bottom line as much as anything else. You can't train experience. Business sense/decision making becomes intuitive after you've been around a while.

High retention = money saved.

[slave no more]

You should make a section for registered people to actually answer the questions you pose as to why they quit. Also, if anyone can get the actual questions asked on the exit interview that would be great too.

Originally Posted by Jesus Fucking Christ, Bitch

take a step back...retention does affect profit numbers/bottom line. It costs money to train new people and bring a newbie up to the experience level and competence of, say, a 3-year employee or better.

That is why retention is one of the 4 core areas for promotion: it affects bottom line as much as anything else. You can't train experience. Business sense/decision making becomes intuitive after you've been around a while.

High retention = money saved.

I agree, so why doesnt ERAC put any value into exit interviews, they are merely a formality. Very rarely does anything get done with the information recieved. The only action that I have ever seen taken is when they get information against someone that they are trying to "build a case" against so they can "properly" run them out of the company.......adding to the retention problem.

[Captain Fucking Bleedgreen]

Originally Posted by Unregistered

I agree, so why doesnt ERAC put any value into exit interviews, they are merely a formality. Very rarely does anything get done with the information recieved. The only action that I have ever seen taken is when they get information against someone that they are trying to "build a case" against so they can "properly" run them out of the company.......adding to the retention problem.

I can't speak on behalf of the entire company and I don't work in human resources, so I cannot adequately answer your question. What I do know is if there are several complaints about a specific manager, that manager is blacklisted until retention comes up or reasons for leaving cease to cite that manager specifically.

I can tell you that any action taken due to an exit interview would be confidential and you wouldn't hear about it unless you're close to the person the feedback was about. It is handled delicately. It's not always used to run someone out of the company, more typically it's used as a teaching tool to retrain management on people skills.

Bigger issues, like hours, burnout etc. are harder to tackle and I haven't seen how they are handled from exit interviews. I have seen how specific managers are hit when they're cited several times in exit interviews though. If you're leaving because of your manager or direct supervision specifically, it pays to let h.r. know about it because that manager will hear about it...I can only speak to what I've witnessed, and that I've seen happen.

What ever happened to Brian Brooks?

I used to work as this prick's Asst. All he ever did was try to pawn off any negative numbers on me. Yet it was him that was eventually fired for his shady dealings. Its KARMA baby

DD,

He blamed them on me first. Hope its all good out there.

D

So there was a series of promotions lately. Anyone have any comments. A lot of reshuffling and restructuring. Some good people good promoted which is a first. BC is starting to make some good decisions.

BC is the man. I hope he is doing well. Adam still around? That guy was a little different.