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The employee has resigned, accepted another job, and mentally left three meetings ago. Now the company wants radical honesty. Instead, it often gets the professionally survivable version: "I found a better opportunity."
Christopher Goostrey explains why exit feedback is filtered by timing, trust, and risk, how polite resignation clichés become useless data, and why the warning signs usually appeared long before the final interview. He also introduces the LAST Method, a practical framework for listening before notice, asking through a neutral channel, separating patterns from individual heat, and tracking action until the loop is closed.
Exit interviews are not worthless. But if the only honest conversation happens after someone resigns, you do not have an exit-interview problem. You have a management problem.
Follow HR for Humanity for practical HR for people who actually manage people.
