Advertising

My exit interview is tomorrow and during my time at this agency I’ve experienced the grossest of misconduct that has turned me off from advertising as a whole. I kept receipts as one does and ... cont

likeuplifting
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works at

Post it here.

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Agreed. Shed light where it will actually create positive impact.

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Unfortunately I feel like doing things like this is a waste of good energy. Usually c suite is well aware of the mishandling that go on. But what do they really care? They care about their bonuses. Try to rise above it, do a breathing exercise and move on.

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And congratulations on your new job! 🥂

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Snitch like 6ix9ine and drop all the dimes lol. Corporate snitching is the only snitching I approve of 😆

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likefunny
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agree to the present the problem without the emotion comment. in my last exit interview, I was very blunt with HR but also made sure they knew I enjoyed my time and grew as a creative while at the agency. when I presented the issues, they told me it wasn't the first time they'd heard these things and they appreciated my honesty. 2 weeks later, a CD left bringing the same issues to their attention and within a month the person who was the problem (c suite level) was let go. don't ever think your voice doesn't matter. just because something hasn't been done, doesn't mean they aren't aware. they could be building a case, and you're helping with that...you just never know.

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Sadly no one cares. We are replaceable cogs in the machine.

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likesmart
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Welcome to advertising. This won’t be the first round of gross misconduct you witness by hapless “leaders”. HR is completely useless and often part of the problem. Enjoy your new job and try to forget yet another toxic culture/agency. Good luck.

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You can speak up without burning bridges. Try to keep it fact-based and emotion out of it. Try to counter with any positive experiences if you can. I like to believe my voice still matters, and lead by example in that way. You’d be surprised how many live in the dark.

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I would say very little in the exit interview. Wait until you’re comfortably settled into your new job, and then send the PDF to HR and whoever in the C-Suite you want to. (This way, they can’t blacklist you at your future company - which is a real thing HR and senior people do when they 1) feel wronged or 2) feel like someone has information on them that makes them liable in some way. Good luck to you and congrats for getting out of there. Hope your next company is a much better place.

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likesmarthelpful
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I don’t think it has anything to do with honor. Sometimes you want to see people who do bad things actually face consequences. But that doesn’t mean you should have to face consequences for calling bad behavior out.

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don't say shit at your exit interview. if they haven't been willing to change up to now, a departing employee slinging mud isn't going to change anything. all it does is put you at risk. do tell us on here though. what agency? spill beans.

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What is your objective? Do you want to share this information to reinforce your decision, take revenge or protect former co-workers? What are you willing to risk? HR exists to protect the company from the employees. That said, there may be open complaints that your information would impact. Be honest with yourself about your motivations and the right answer will reveal itself.

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I’ve been trying to do that- but there’s always the whole “speak up” thing that gets me.

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Walk in with a roll of toilet paper make the exit proper.

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- put into a PDF with timetable of events and a bit of a blurb. I’m debating sending this to the C-suite but am also dealing with the whole “burn no bridges thing.” Thoughts?

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I think that burn no bridges only applies if you’re doing it maliciously. It’s to the benefit of the company if problems that never trickled up to the top finally have a chance to be voiced. Especially if it’s new leadership who many have different opinions that previous people.

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I have my exit interview tomorrow too. Can’t wait. Going client side / in house. Going to shed soo much on the toxicity

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likesmart
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I sent my CMO a note about my experience with a VP and that VPs discriminatory misconduct on my way out. Someone followed up to investigate after my last day and the VP left 4 months later.

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I say send it but make sure it’s fact based... and I’d frame it to suggest it’s to alert them of what’s really happening versus an f- you on thr way out. Then you can avoid the bridge burn

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What agency so I know to avoid.

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Exit interviews are mainly a sham. More about protecting the business than employees. You however may get labeled as a problem employee. One agency I left was upfront about the boss being crazy but said he was more valuable than me so good luck don’t let the door hit you. He later went on to lots of awards, law suits and “success” at multiple agencies. Unless they’re fighting to keep you they probably don’t care enough. Post information here or send it anonymously later.

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Please tell HR everything. Agree that it’s best to do sans emotion. What you say may or may not help your old colleagues but it’s worth a shot. Your final complaint might be the nail in someone’s coffin (someone who needed to be deaded at your agency.)

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I was honest without emotion in the exit interview - I know this because I practiced how I would phrase everything I would say. I am also sending me 11 page pdf with the timeline of events, blurbs and the images of the emails or texts that have documented each event- to the CEO. At least then it’s out of my hands.

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