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The speaker argues that exit interviews are ineffective and illogical, emphasizing that consulting employees who have chosen to leave about team and organizational performance does not make sense. It is suggested that these departing employees are not free from self-preservation instincts and may not provide genuine feedback that reflects on the unit's issues. The speaker believes that compiling exit interview data fails to reveal significant patterns or necessary reforms. Instead, they propose that organizations should focus on soliciting feedback from current employees to gain meaningful insights and improve the workplace, highlighting the absurdity of relying on exiting staff for such information.
