{ "media_type": "text", "post_content": "Quit my job and it felt so good, my Manager was an extraordinarily nasty person! Wondering if I should give HR the real feedback at the exit interview or just pretend everything is okay and move on. Thoughts? Manager has no empathy, has a clique within the team and openly plays favourite within the team. Example with flexible holiday her favourites can take 30 days a year but others like me are not allowed above 15 days. Will it make a difference telling HR for the sake of others in the future?\n", "post_id": "61ac15f9c358260028b0ee63", "reply_count": 6, "vote_count": 1, "bowl_id": "55375ce690f5eebe1d2a0f88", "bowl_name": "Tech" }

Quit my job and it felt so good, my Manager was an extraordinarily nasty person! Wondering if I should give HR the real feedback at the exit interview or just pretend everything is okay and move on. Thoughts? Manager has no empathy, has a clique within the team and openly plays favourite within the team. Example with flexible holiday her favourites can take 30 days a year but others like me are not allowed above 15 days. Will it make a difference telling HR for the sake of others in the future?

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I would absolutely give HR those details. That way you can at least try to help prevent others from having to follow in your footsteps. If the company actually cares about the team they will at least investigate it.

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For myself, I'd say be honest. But, if you think there is a chance you might want to work at the same company again you may want to consider being more political in your comments. There is a >0 chance your comments will make it back to your manager. You may be burning bridges if you are too blunt.

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Thank you, I would rather be unemployed than ever work with that Manager again! It is about my mental health and there are too many companies on earth for me to want to ever go back there.

I go back and forth...I think it's definitely worth flagging if you're 100% okay burning that bridge (which it sounds like) so you might as well. Tbh my guess is HR already knows, but can't really do anything until enough people flag it as a reason for leaving etc

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I honestly feel it might not make a difference as HR is usually more interested in protecting the company than the individuals affected but I will voice my concerns all the same. They can decide what they want to do with the information.

HR is probably well aware and will do what it takes to protect the company. They just want to make sure you won’t sue after you leave, so will be poking around with those questions. But once they hear you won’t sue, they won’t do anything.

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