Do they not want the truth in exit interviews?

1 When giving an explanation for resignation from a position, does the employer not want the truth? I was asked by 4 different people in the upper management why I was resigning.....I was tactful, honest and did not use any names though I'm sure, given the smallness of the place, it was not difficult for anyone to figure out who I was referencing. The manager of this place is very, very nice, has great ideas BUT is disorganized and spent a lot of time on personal issues/commitments outside of work, was late or didn't show at times that were scheduled for meetings etc. but almost constantly spoke of feeling overwhelmed. The point was reached for me, this past week, that as long as this person is in charge, there will continue to be confusion, people quitting, families and patients unhappy and deadlines not met. This is not a personal dislike of the manager - everyone likes this person however nice doesn't = good leader. I realized I would be beating my head against the wall if I stayed. I was heartsick of resigning because this was a position, for the first time in a llloonng time I could see myself staying in, excelling in and helping make this place what the company has been striving to make it for sometime. I tendered my resignation yesterday with the intent of staying for 2 weeks or until they found someone else for this position. Last night a little after 9 the manager left me a message asking me to return my keys asap. I was shocked but did so this a.m. 4 people from higher up have contacted me today - again, I was honest and tactful. I don't know what I expected but there has been nothing, no return call/email from the feedback they asked for. I do not want anyone to lose their job but at the same time this manager is a large part of the reason people leave, etc. as I stated above. Was I wrong to be honest? Should I have just said " oh, the position just isn't for me" or something along those lines? If former employees are honest then how is a company going to change? Do they not want to?
I am REALLY down about this resignation even though I know it was the right thing to do given the temperament of the place now. I start another position next week so I'm not freaking out about another job it's just THIS job would've worked really well for me and it seems...to sound childish...unfair that someone who is nice but not qualified to be in the lead role stays while everyone else either worries themselves to death over what "crisis" will come up next or like me, if they are licensed, leave because of fear of something "major" happening and that effecting the rest of their careers. I don't know..just venting and confused.
No they really don't. They'll gladly hear any "dirt" and might investigate. But the purpose is to see what kind of threat you are as far as badmouthing the Co. I really think that HR also might lean on giving you the kind of review you gave them on references if they are of that ilk.

I do not think it is wise to quit because of my immediate boss unless there is a serious problem. If I had been able to do this along the way, it only would have made me look bad for being a job hopper. And how does one expect to reach that level of an organization, if they keep leaving before they get a chance to effect the change that is so needed and that they desire?

Netglow's response was posting at the same time, in total agreement.

Exit interviews help upper management dissect the root cause of many issues. You may not hear about it, but I wouldn't be surprised if this manager was not given some gentle re-direction in regards to organization/implementation/follow up. Nice people don't always make great leaders. Sometimes the only way issues come to light is DURING the exit interviews. Your NM sounds like a really great person, but considering the extra time that she spends taking care of personal issues along with being late, not showing up to scheduled meetings, and her continued verbalization of how overwhelmed/disorganized she is, perhaps this role is not the best fit for her at this time in her life. I understand your dilemma. However, I would have done exactly what you did: be gracefully and tactfully honest. I doubt your NM will get fired, but if she is worth her weight in gold, upper management may provide her with tools that she obviously needs to perform her duties more effectively. There are leadership, organizational and management courses that she could attend to help her get more situated in her role. Best of luck to the both of you!

Simply put....no they really don't.

Better managed organizations will pay attention to exit interviews.They're not going to give you feedback about what they do. First, it's a personnel matter, and second, you are no longer part of the organization.

Sounds like you are at the same place I just resinged from! I could not do it anymore either. Yes, it was really THAT BAD. Thing with my situation was, I was really really trying to help make changes, but got burnt out because the situation went from worse to unbearable.

An exit interview is a bad time to unload. If you felt that someone would listen, you probably would have tried that route before resigning. Incidentally, if you point out problems during an exit interview, you'll be faulted for not trying hard enough to get the problem resolved. An exit interview is a time to tell management that only because of non work related factors are you forced to leave this wonderful job. You have nothing to gain by laying the cards on the table, but it sure can have negative consequences for you. Also, while many companies state the exit interview is voluntary, it is wise to participate.

Generally speaking, no, they don't.It is a rare circumstance when a problem that leads an employee to resign is not already known to the powers that be. Either they are working on it, or not, but your input at the end of your employment is not likely to change things.It is never necessary to participate in an exit interview. Do so if you wish, don't bother if you don't want to. Your employer can not with-hold any pay or benefits that you've earned (as per your employee handbook or contract) in order to force you to do so.As another poster mentioned, personnel issues are confidential, so if your decision to leave involves another employee's behavior, you won't (nor should you) hear the outcome of that issue.Good luck in your future position.

Sometimes the exit interview will also protect you.Although this wasn't nursing....I cited sexual discrimination for my departure from a job. I left after 9 months. I then relocated to another state for my next position. A few months after my departure I got a letter from the prior company stating that I did not fulfill my obligation to work for them for a year so I owed them $20K in relo expenses. I wrote back and stated that I left due to sexual discrimination. (I cited examples that I cited in my exit interview and were documented prior to my departure.) I then said that they could feel free to sue me for the $20K, but that I would counter sue...and we would see who paid whom.I never heard from them again...and NO, I never got a bad reference either.

no, i don't think "they" really do want the truth in exit interviews. and it's probably a bad idea to give them the truth because you may be burning bridges. i'm in a rather large city, but our upper management goes back and forth between our hospital and a few other large teaching hospitals in the area. our former assistant manager is now don at another hospital -- much better fit for him, so i'm hearing. our former manager is a nurse executive at another hospital system. i hear that nurses she had problems with here aren't getting hired there. that "nice" person but "awful manager" may end up supervising you in your next job. i have been truthful in exit interviews . . . not my finest hour, but i was moving 3000 miles. even so, i have encountered one person from that job here in my new city . . . and have myriad connections of 3 degrees of separation or less.

What I heard from someone who worked in HR:1. They're looking for people who might be a problem -- EEO complaints, ethics complaints, etc. They will take what you say -- and go protect the company. If they ever ask you if you took notes, made copies of emails, etc. -- say NO. That's company property, and you could end up in more trouble than you'd believe if you say, "why, yes, I did...."2. If you complain about anything, you will be the "disgruntled employee." So if you later enter any kind of litigation, you're already appropriately classified.3. There's a lot of studies that say if you let people get things off their chest, they are less likely to sue, talk bad about the company, etc. A lot of the "exit interview" is a talkdown of the exiting employee.4. If you think it's not all about the company...has anyone ever had the HR person ask, "what would it take for you to stay?"You can't fix stupid, and you can't change a corporate culture at the end of your interaction with it. Just say you're moving on to other opportunities you'd like to explore, you've enjoyed your time with the company and would recommend it to a newer (enter job title) who could benefit from the excellent growth opportunities the company gave you as a new (whatever). But never put anything in writing other than "I am resigning my position effective (date) to pursue opportunities at another facility." I might put in something about cashing in my vacation time or something, but that's it.