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  • FIRST POST
    • Fireflyaway
    • By Fireflyaway 19th Sep 17, 4:55 PM
    • 1,375Posts
    • 1,387Thanks
    Fireflyaway
    'Feedback' on manager when leaving
    • #1
    • 19th Sep 17, 4:55 PM
    'Feedback' on manager when leaving 19th Sep 17 at 4:55 PM
    Finally I'm leaving my job. I've been offered an exit interview but it will most likely be with a manager from another site whom I don't know.

    What really bothers me is the way 2 of the managers in one particular office treat people. They are rude, aggressive and unfair. I've experienced it personally and seen them do it to others. They get away with it because their manager is CEO and based elsewhere. Nobody will stand up to them because they know their life will be made intolerable.

    I feel confident that now I'm leaving, I can raise this. I plan to email the CEO. Any suggestions how I can make this have most impact? I plan not to name anyone for fear they will be bullied. I am however concerned he (CEO) may think I'm just moaning if I'm the only one to say anything.
Page 2
    • theoretica
    • By theoretica 19th Sep 17, 10:54 PM
    • 4,950 Posts
    • 6,197 Thanks
    theoretica
    Without saying the managers are bad you could say something like the local management style did not suit you, or you didn't find the team atmosphere comfortable. If the company want to read between the lines then it is there, but without directly condemning them.
    But a banker, engaged at enormous expense,
    Had the whole of their cash in his care.
    Lewis Carroll
    • TELLIT01
    • By TELLIT01 20th Sep 17, 8:05 AM
    • 4,277 Posts
    • 4,454 Thanks
    TELLIT01
    The exit interview is the place to raise these concerns. You can even say that you didn't raise them earlier because you were worried that you would become the next target. Beyond that I would leave it. If it gets taken up by the person conducting the exit interview it's good news, but you have really done all you can by that point. Contacting the CEO is more likely to come across as sh** stirring now you've left.
    • Pound
    • By Pound 21st Sep 17, 7:07 PM
    • 2,642 Posts
    • 1,313 Thanks
    Pound
    I'll just leave this here...

    Last edited by Pound; 21-09-2017 at 7:16 PM.

    • Planet Switzerland
    • By Planet Switzerland 2nd Oct 17, 9:44 PM
    • 118 Posts
    • 80 Thanks
    Planet Switzerland
    When started out, I took a job which sounded like the best thing since sliced bread when the recruitment agency told me about it. It didn't take long into the job to realise the agency told me a pack of lies to make me interested as he knew I stood a great chance of getting it.


    Needless to say I was unhappy and looking for a new job pretty much the whole time I was there. Every day I'd drive home thinking about how I would tell them what I think in my exit interview.


    When the time finally came I was actually complimentary about them as there seemed no point in burning bridges. I did however say I felt a bit conned into the job by the recruitment agency and told the HR manager how he described the job and she agreed the job wasn't like that at all.


    A few years later LinkedIn happened and I connected with that HR manager. She had made one recommendation on LinkedIn, that particular recruitment consultant.


    I guess at the end of the day, if an employer doesn't address any issues you have when you are working there they certainly won't once you've left.
    • zugzwang
    • By zugzwang 2nd Oct 17, 11:19 PM
    • 469 Posts
    • 1,177 Thanks
    zugzwang
    Yeah dont email the CEO. You have nothing to gain, you will just sound bitter. In most managers view, probably the worst sort of employee is a whinger. Im not saying you are, Im just saying avoid appearing that way. Team players do as the team leader says. If you send this 'high impact' email, theyll just think how glad they are you are gone.

    If you want to be listened to, you have to behave professionally and make constructive suggestions. Isnt it always so?

    You say 2 managers are "rude, aggressive and unfair". Just saying this isnt constructive. Let management come to their own conclusions using your examples. If a conclusion is the manager is useless, then thats something senior management will decide, but that's beyond your control.

    If you want to give examples of things that couldve been done better, only talk about your experience. They'll think its not for you to bring up what happened to others.

    Use STAR if it helps. Situation, Task, Action and Result.

    So describe the Situation and Task. What were you and the manager trying to achieve. What were you and your managers actions. What was result. Then come up with what could be done better.

    But being unfair is sometimes a managers job. And whether or not someone is rude or aggressive is usually a matter of opinion, unless you have extreme examples.

    So my advice to stay positive and look to your new job.In my experience, its the people who suck it up and keep smiling that get on in business.
    • Slinky
    • By Slinky 3rd Oct 17, 9:01 PM
    • 4,768 Posts
    • 20,814 Thanks
    Slinky
    I had a job with 3 managers one of whom I never met at interview. She was on honeymoon when I first joined. On her first day back in the office she walked past my desk without acknowledging me on her way in, despite the fact she knew I was the new Coordinator. I gave her 15 minutes and went into her office and introduced myself. She turned out to be the sort of manager who would leave whatever she wanted me to do until the last minute, then dump a load of work on me with an unrealistic deadline. I found out from people in the neighbouring department that she was well known for doing this and the previous job holder left because of it. I was still in touch with my previous manager in a temp job I had left. When they lost their temp my old manager jokingly offered me my old job back, I snatched his hand off as I'd had enough by this point.


    Knowing I would not need a reference from this I banged the door on the way out and told HR in my exit interview what I thought of this particular manager's style. My replacement in this job kept in touch with me, a few months down the line he left for the same reason.


    I only hope that the message got across eventually why they kept losing capable staff.
    • Fireflyaway
    • By Fireflyaway 3rd Oct 17, 10:25 PM
    • 1,375 Posts
    • 1,387 Thanks
    Fireflyaway
    Thanks everyone. I can see how I could potentially come across as bitter but I'd also feel I'm wasting the chance to highlight the terrible way these 2 managers behave. Seems selfish when I am able to bring it to the CEO attention without reprisals where as my colleagues who are still there too scared to say anything. Feel like I'd be letting them down.
    • stuartJo1989
    • By stuartJo1989 3rd Oct 17, 10:42 PM
    • 300 Posts
    • 284 Thanks
    stuartJo1989
    Thanks everyone. I can see how I could potentially come across as bitter but I'd also feel I'm wasting the chance to highlight the terrible way these 2 managers behave. Seems selfish when I am able to bring it to the CEO attention without reprisals where as my colleagues who are still there too scared to say anything. Feel like I'd be letting them down.
    Originally posted by Fireflyaway
    I would be more concerned about the possibility of you becoming a martyr.... Compromising your future employment for the sake of colleagues who are simply happy in picking up their paycheque whilst looking for alternative employment.

    I admire your passion towards helping colleagues, but the truth of the matter is that the ONLY help they need is to either put up and shut up OR find a new job. If you can't appreciate that point then sadly you will come across as a bit bitter...
    • keepcalmandstayoutofdebt
    • By keepcalmandstayoutofdebt 4th Oct 17, 12:28 AM
    • 2,935 Posts
    • 1,524 Thanks
    keepcalmandstayoutofdebt
    You are an intelligent lass - you are not saving anybody for they too can make the choice to job hunt themselves.

    Ask yourself in x number of years, how you would feel if further down the line, when the problems no longer exist (but you aren't there to ever benefit from it) and you get to hear that basically anything you ever went through at xyz has completely changed and turned on it's head? For the better so much so, you're experience is totally unbelievable where the company has changed so much.? But there is no going back for you, it's over, with a decision you decided to take.

    I remember one company worked at you'd never have a hot drink, when having a kettle was going overboard (just as non personable example rather then the dark stuff) amongst other things, they were mercenary back in the day; but now as 'an employer of choice' things have changed alright - I dread to tell you what's in the building now to serve everyone, it would never have been believed years ago. Ironic! It took just over 12 months for me to be able to put over that award winning fake smile in the interviews that working at the company was 'passable'. As it wasn't a case of wiping from the CV. I'm only thankful I didn't get any more involved in mud slinging and in the end bowed out probably as quietly as I could have done, let alone anyone asking me to drop myself completely in it, ....4 years later when they could become an easy informal reference target.

    Words can't be taken back. How many people did I keep in touch with from this place? ooooh! 1 (the first to leave under their own will funnily enough)
    "If you are caught in a rainstorm, once you accept that you'll receive a soaking, the only thing left to do is enjoy the walk"
    • foolofbeans
    • By foolofbeans 4th Oct 17, 10:19 AM
    • 319 Posts
    • 399 Thanks
    foolofbeans
    I'm in a similar position as OP and I completely understand the desire to inform upper management about the behaviour of lower management. I also have the dilemma that I don't want to burn bridges but I do feel that the organisation should know about issues or they could end up with a constant turnover of staff (which is already happening).
    I am also thinking about what I will say to my manager when I leave as I think they should know so they could maybe modify their behaviour and expectations but then I doubt they would even care what the minions think of them.
    • Fireflyaway
    • By Fireflyaway 4th Oct 17, 12:25 PM
    • 1,375 Posts
    • 1,387 Thanks
    Fireflyaway
    On reflection I' m fairly sure nobody would highlight the issues for my benefit if the tables were turned! Today I feel totally deflated after more nonsense this morning. I really don't have the energy to feedback anything. Huh. I think part of the trouble is the personality of a couple of the managers. Realistically they don't see they are doing anything wrong. I swear one is a psychopath. I don't mean that in derogatory terms. I mean it literally. Thanks everyone for the different viewpoints.
    • WibblyGirly
    • By WibblyGirly 4th Oct 17, 1:05 PM
    • 240 Posts
    • 467 Thanks
    WibblyGirly
    I didn't have an exit interview, but I did have an exit questionnaire. I never accused my manager of bad practice but wrote in such a way that I was making general observations of how the job could be improved. eg. Deliveries are on a Monday, policy says extra staff for that. Manager never puts in extra staff. I write 'It would be great to have extra staff to help with deliveries as we always seems to be short on those days and it puts more pressure on everyone else.' Or something like that!
    Would that be a method for your complaint but without naming the managers as the cause?
    • Jayjay72
    • By Jayjay72 5th Oct 17, 3:38 PM
    • 4 Posts
    • 3 Thanks
    Jayjay72
    I did the same thing when I left an old job. It was my direct line manager who was a bully, and I subtly hinted on my feedback form that his deputy was doing all his work. She went off sick a week or so after I left, and he got found out, because she was doing all his work.

    I would say, don't outright accuse anyone, but use 'feel/felt/found' statements to express your perspective on some of the issues.

    ~Jay~
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