To hope something will change?

[jessieca]

NC as may be outing.

Handed my notice in and ready to leave current job for an amazing dream job. Many many people in current place very unhappy, it is poorly run, no support, no training, high staff turnover etc etc.

AIBU to hope that my exit interview feedback will make a shred of difference and result in any changes? I've been constructive, given examples and offered to go in to further detail if senior management are interested.

How high up were you in the company?
How long did you work there?
How big was the company?

I ask these because IME, big companies than are ran badly won't give a crap about feedback from a 'pawn' (as we were described) but may listen to 'influential' people.

Smaller companies may take the feedback more seriously as every loss is felt more in a smaller team

Depends on the employer and a whole load of other factors.

The last firm I worked for had a series of people leave, one after the other. They included really senior people. Everyone of them left because they couldn’t work with the head of the department. They all said this clearly at their exit interviews and when they resigned. Eventually I left too and did the same. In the end, the whole team (of about 15) had left and been replaced within a period of approximately 18 months.

Guess what, five years on, she’s still there and still in the same role.

I'm mid level management, leaving for a very senior role at a competitor that I'm more than qualified for. I've been working at a lower level since Covid due to availability of roles at my level. A lot of questions are being asked right now about high turnover of staff at all levels, but the issues are with the senior managers who are involved day to day. It's those above who are mystified as to the issues, and the senior managers are simply in denial because they are responsible for it.

I'm one of the longest standing employees in a new start up of around 150 people. I've been there 16 months. It costs around £5k to recruit and train a new starter and we lose around 85% of new hires in their first 6 months, with 55% in the first 8 weeks. It's haemorrhaging money trying to keep up with staffing demands.