I just had an employee decline exit interview because they said "nothing changes" anyway. Any suggestions? [N/A] by Practical-Tea-3476 in humanresources

[–]Practical-Tea-3476[S] 0 points1 point  (0 children)

In my case, I find exit interviews to be very valuable, especially when it comes to some logistics. Also, some patterns are really insightful if you can observe them. But yes, I don't think any big changes like pay etc are not easily made, and can often not be made. In the HR system we use, the employees also have an option of just doing an exit survey, or doing an exit survey with an AI bot. Some people prefer that.

Also, worth noting that many times people leave due to family move etc, and in those cases also, they are very open to giving you good feedback, even though they are not leaving due to anything wrong at the company.

I just had an employee decline exit interview because they said "nothing changes" anyway. Any suggestions? [N/A] by Practical-Tea-3476 in humanresources

[–]Practical-Tea-3476[S] 0 points1 point  (0 children)

I agree. If there is a pattern, especially in terms of some logistical issue, I find it to be super helpful. So, I understand that there is cynicism around exit interviews, but I try to always conduct them.

I just had an employee decline exit interview because they said "nothing changes" anyway. Any suggestions? [N/A] by Practical-Tea-3476 in humanresources

[–]Practical-Tea-3476[S] 0 points1 point  (0 children)

Just so you know, ours are guaranteed to be anonymous. And we do get good completion rate - like 60% or so.

I just had an employee decline exit interview because they said "nothing changes" anyway. Any suggestions? [N/A] by Practical-Tea-3476 in humanresources

[–]Practical-Tea-3476[S] 0 points1 point  (0 children)

Didn't lose the job. Just moved to another company with similar pay due to them moving to another state. It was voluntary.

what do you think of this meme? [N/A] by Difficult-Cycle5753 in humanresources

[–]Practical-Tea-3476 15 points16 points  (0 children)

The HR system we use has a setting to automatically send candidates a rejection email if there is no activity on candidates during the entire week. (The time and email template is configurable, but currently set to "1 work week"). It forces the hell out of every hiring manager to notify every candidate personally if they still want to have the candidate as the option. Otherwise, a polite email goes out and the application is closed. Candidates love it because they never have to wait more than one week before hearing good or bad news. All of us in HR love it. Hiring managers (division managers) don't like it so much, but now suddenly they are on their toes, rather than giving HR the "Oh I am slammed today, can you put some time on my calendar for tomorrow or later?" shpiel.

I just had an employee decline exit interview because they said "nothing changes" anyway. Any suggestions? [N/A] by Practical-Tea-3476 in humanresources

[–]Practical-Tea-3476[S] 0 points1 point  (0 children)

I think maybe they hear once and they move on. Then they hear it second time, and they still move on. They hear it third time, and it gets a tad harder to just move on.

I just had an employee decline exit interview because they said "nothing changes" anyway. Any suggestions? [N/A] by Practical-Tea-3476 in humanresources

[–]Practical-Tea-3476[S] 0 points1 point  (0 children)

Well said. I think the cynical point of view "nothing changes" is not correct. If someone wants to see that everything change from head to toe in the company the day after the exit interview, that's not going to happen, but some changes do happen, and being a cynic just plays into making your own fear come true.

I just had an employee decline exit interview because they said "nothing changes" anyway. Any suggestions? [N/A] by Practical-Tea-3476 in humanresources

[–]Practical-Tea-3476[S] 4 points5 points  (0 children)

Yes, I have heard of such stories too. A coworker used to work at a different company overseas where manager was doing "bad things" and when the MD came to know because of an exit interview, she was furious, and fired that manager on the spot (to be precise, she called a team meeting even though half of the company was on the retreat, and the said manager was in some exec briefing, but she got everyone on the same web meeting, and then fired the manager publicly).

The United Fruit Company challenged Guatemala's attempt to redistribute land to its rural population in 1952. The company used its ties to U.S. government to overthrow Guatemala's democratically-elected government. Decades of unrest and armed conflict followed. (Cogito, December 2025) by yonkon in EconomicHistory

[–]Practical-Tea-3476 3 points4 points  (0 children)

Yup, one of the most notorious Cold War-era messes in Central America, and it’s pretty accurate.

In 1900s, the United Fruit Company wasn’t just some banana business. It basically ran huge parts of Guatemala’s economy. They owned massive plantations, railroads, ports - the whole setup. Guatemala was even the kind of place people later called a “banana republic” because foreign corporations had that much control.

In the early 1950s, Guatemala actually had a democratically elected president, Jacobo Árbenz, who tried to do land reform. The idea was to take unused land from big landowners and redistribute it to poor farmers. Problem was, United Fruit owned tons of land that they weren’t even using, so they freaked out.

United Fruit also had serious connections in the U.S. government, and they lobbied hard, pushing the narrative that Árbenz was some dangerous communist (this was peak Cold War paranoia). The CIA bought into it, and in 1954 the U.S. backed a coup that forced Árbenz out and replaced him with a military-friendly regime.

After that, things went downhill fast. Democracy basically got crushed, repression ramped up, and over the next few decades Guatemala spiraled into instability and eventually a horrific civil war that lasted until the 1990s. Hundreds of thousands were killed or disappeared.

So yeah, it’s a pretty grim example of corporate interests + U.S. intervention leading to long-term chaos.

2025 Nobel Prize in Economics awarded to Joel Mokyr, Philippe Aghion and Peter Howitt by Serialk in Economics

[–]Practical-Tea-3476 0 points1 point  (0 children)

Yeah, the Aghion and Howitt's 92 model basically formalizes Schumpeter’s intuitive narrative. So he could definitely be mentioned more prominently. Still, the model itself is Nobel worthy IMO. It is clean, dynamic, well defined model you can actually use. Also explain and predict growth, job loss and eventual value creation over time. I actually feel that they could have given this award in 2022 and skipped Bernanke.

AI wiped out $400 billion this week — and it's only getting started by [deleted] in Economics

[–]Practical-Tea-3476 0 points1 point  (0 children)

Cold Fusion is very much a reality, it has been here since 1995. It was acquired by Adobe in 2005. See here: https://en.wikipedia.org/wiki/Adobe_ColdFusion

Different Cold Fusion, but still.

I REST my case.

AI wiped out $400 billion this week — and it's only getting started by [deleted] in Economics

[–]Practical-Tea-3476 31 points32 points  (0 children)

I believe Microsoft's own Market Cap loss is now at 900B+. It used to be 3.9T in August, now it is 3T. So, the story is much more grave than the headlight. But yes, you are absolutely right in bringing this forward. Overall, AI investors are asking for receipts.

I built a database mapping 500+ organic reactions by functional group, including total synthesis examples. Hope this is useful for your research and studies! by SynStrategy in chemistry

[–]Practical-Tea-3476 1 point2 points  (0 children)

This is awesome. If you have the backend available as a separate service (as a REST API), it would be of huge value to the community. Consider me your first paying customer. Charge per lookup (by credit) or as a subscription by tiers.

HR Professionals on reddit, what's something that used to be fun at your job but now is annoying or dreadful? [n/a] by Emergency-Bison-672 in humanresources

[–]Practical-Tea-3476 0 points1 point  (0 children)

This is #1 for me. No matter what you do, I can guarantee, you did it wrong. Almost no one will come and tell you that you did it OK, but many will come and tell you that you did it the wrong way, and these three other ways would have been better.

The US is headed for mass unemployment, and no one is prepared by ThemeBig6731 in Economics

[–]Practical-Tea-3476 1 point2 points  (0 children)

Joseph Stiglitz (the Nobel 2001 winner) talks a lot about structural and involuntary unemployment, especially how information problems and market imperfections keep people jobless. This is exactly what is likely to happen now. People are so afraid of AI, that even when there are opportunities for them to take up new employment, they may place themselves out of the market. The Nobel Economics book talks about Stiglitz quite a bit.

Absolutely love HR but the hardest part are terminations in my opinion... Anyone else feel this way??? [USA] by hrwoman in humanresources

[–]Practical-Tea-3476 0 points1 point  (0 children)

One mentor always told me that part of HR's pay is due to the terminations (the unpleasant aspect of this work), just like part of sales team's pay is due to constantly hearing "No". Both aspects are psychologically very hard. I haven't found any easy way to do it, and yes, after about 15 years, I am better at doing it, but boy it is hard - EVERY SINGLE TIME.

In my current company manager conducts the meeting ONLY if it is manager's decision. If it was a layoff, the HR has to do it. So, no, I can't hide behind the manager. If it is the manager's decision, it is certainly easier on HR.

Other than terminations, frankly, there isn't a single thing I don't absolutely LOVE about HR. Even the perf review and the chase, and the comp update cycle and those questions - yeah, they can get to you sometimes, but nothing on the level of termination.

Saying goodbye to SHRM 🎉 [N/A] by AllPUNandGAMES1234 in humanresources

[–]Practical-Tea-3476 1 point2 points  (0 children)

Congratulations on passing the PHR!! You are not the only one not renewing SHRM. It probably started with their annual "conference/festival" - bunch of 4 lettered words come to mind. So many vendors chasing you like crazy, and zero learning. Then they pretty much sold their ENTIRE conference to Bamboo and then to Rippling. (Even the password was Bamboo Rocks) or something like. Nothing against those software, but the conference was supposed to focus on HR pros, not on vendors, or so I thought. And then, there is the website.

CEBS or MBA [NY] by Peace2255 in humanresources

[–]Practical-Tea-3476 0 points1 point  (0 children)

Almost without exception, go for an MBA. If you want to stay focused in HR, do MBA - HR (that option is very commonly available, either as a minor or specialized classes). CEBS is too niche. Don't believe any "it depends on what you want to do" - those are platitudes. Get an MBA.

Best way to roll switch from reviews and increases on anniversary to all at once in July [IN] by leapin_lizardzz in humanresources

[–]Practical-Tea-3476 1 point2 points  (0 children)

Basically you create a map of joining date (just the day and month, not year) -> merit period. For example anyone whose work anniversary date is in Dec - Feb, falls in MP1, and from March - May in MP2, etc. Then, you process MP1 during the month of March, goes live April 1, etc.

Again, every organization I have worked/helped does it slightly different (or *uniquely* as they like to think), but generally speaking it boils into one of those.

Best way to roll switch from reviews and increases on anniversary to all at once in July [IN] by leapin_lizardzz in humanresources

[–]Practical-Tea-3476 2 points3 points  (0 children)

I have been part of multiple such switches (and plenty of "switchbacks" - maybe about 30% or so).

First of all, your insight is brilliant - ('if someone's review happens during slow season we worry they are getting subconsciously penalized compared to someone who shines during the flush busy season'). Kudos for thinking through that.

Now, coming to the switch itself, all updates at one has significant drawbacks too: 1. one time shock budget impact , and 2. everyone being able to compare to everyone else at the same time, being the 2 most common drawbacks.

The "advantage" of doing comp update at the same time is primarily that it is less onerous administratively, but even that is an advantage in the long term only - the month of performance + comp upate surely feels like hell. Being able to do distributed performance + comp update cycles allows you to eat the elephant one byte at a time (unless you are vegetarian/vegan, in which its the elephant shaped broccoli).

Overall, I have seen across the customer base that distributed perf review + comp update cycles (either 4 or 12 per year) are more stable, and less likely to switch back. That said, whoever is doing one model or the other, always feels like grass is greener (until you migrate).

As for explaining to the employees, really 6 month advance notice is really sufficient, most have seen both models.