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Are Exit Interviews being conducted?
People can appreciate directness and not beating around the bush. Accepting and trying to understand what you or the company can do/change is a simple question - “I realize we’ve had turn over. I would like to open a line of communication to understand if there are issues I can work on to ensure this isn’t the norm.”
You need to create a safe space. You need to listen. You need to be honest and do what you can to help. If it’s on the company level and nothing you can help with - you can try to find ways to cope as a team and work together to support each other. I don’t think you need to try to find the perfect way of asking, just ask.
Have you had the chance to do an exit interview? Have a one on one to understand the reasons for their departure. This is like having a treasure map to the root of the problem, so don't waste this opportunity! Listen actively, ask insightful questions. It's not about placing blame but gaining valuable insights.
U rn
Hey there, the OP noted that they’re not sure what they’re doing wrong, which indicates that they’re aware there are issues at bay they’re responsible for.
It’s not helpful to mock people showing up with accountability and curiosity, who are looking for solutions to address a problem. It’s certainly not kind, and anonymity on this all isn’t intended to facilitate professional-on-professional trolling. Take it to back to Reddit 🙏.
If the teammates are gone and you can’t do exit interviews, certainly start checking in with your direct team and provide a safe and frank space. “Hey, I wasn’t born a leader and I have plenty of room for growth. To address the elephant in the room, we’ve been losing a lot of talent and I don’t want to lose you. Are you open to candidly sharing if there are any frustrations you or the broader team have that I can work to address? I genuinely care but I need some help in terms of self-awareness on this one because I’m missing the mark.”
The key is you MUST **just listen**. Don’t respond in the moment. Thank them genuinely, let them know you will digest what they shared and come back with thoughts. Cool off, journal about it, talk to a friend or therapist, and come up with a useful response in return — a response with gratitude and solutions.
Even if they say something horrible and unfair, assume there is truth in it that you must address to change this problem. At a minimum, you have to change their mind, at a maximum you have to change your behavior; either way, you have to make some changes. Take this mindset going in and keep your head about you. Remain committed to not dig into problem solving in the initial chat. Just listen.
Generally if there is enough discord, your direct team aren’t the only players aware of it. You could also ask your direct peers on the cross-functional team working with yours, and inquire if they’re aware of frustrations on the team, even (especially) if that includes candid feedback about your leadership that you can learn from.
Perhaps a peer adjacent to you could casually even inquire to their team (ideally a group that works with yours often like PMs or Brand) on your behalf to remove the friction of direct feedback, I.e., “The PMM team is looking for some feedback on employee retention and is curious to hear anonymously from cross-functional partners if they have any candid ideas. I’m collating some insights to try and help __Your Name__ solve for this. They’re open to general feedback and feedback on their leadership. Do you have anything to recommend? Your name won’t be tied to the feedback.”
Only do this if you’re confident this person has a safe, trusting relationship with their team. If they don’t, this is not a useful or appropriate approach.