For this to work, employees have to trust that they can be candid without repercussions. And employees don't have access to the inner workings of the business that they work for, but know that there are similarities across businesses. For this reason, the conduct of an exit interview is governed by the widespread behavior of similar businesses, as communicated by workers among one another, and not by the company. If things like exit interviews are widely abused, then they become useless.

I didn't say it was useful feedback, I said they asked him his opinion and they got it. Badmouthing him around town for it is completely uncalled for.

Eh we don't really know what happened and to what extent he was badmouthed. If it's as bad as he says, then yes that was uncalled for

I don't see any reason to doubt his story, and it's pointless to anyway. It might be total fiction, but within those parameters, he was right and they were wrong. We're just expressing opinions on a forum, which is the most moot thing to do anyway.

>exit interviews aren't to express opinions or talk shit, it's a data source for HR

These are the same thing. You're trying to legitimize your opinion under the pretense of seeking raw, objective data, and characterizing OP's interview responses as something less than data, but it's not true.

Well it's shit data and is not actionable

Why couldn't HR see this as just a data-point? Put things this way, if the "junior opinionated guy" is full of it, this kind of feedback won't emerge again, and you can discount it.

Or maybe you've got some other data-points indicating this guy is an issue? Say, his projects are consistently late, or there's issues developing new features, or his teams have a higher attrition rate, or, or, or.

This is why it's my opinion that these things should be as secret as possible so people can feel comfortable voicing their real opinions knowing it won't blow back on them, and the company can get real feedback that might prevent thornier issues from becoming terminal.

> it's a data source for HR to identify problems emerging as patterns

It's 100% CYA and nothing more. A performative act so the personnel department looks like it's serving the business and complying with labor laws.

So you are supposed to provide data sources about problems, but are not allowed to involve opinions in that? Can you give some examples of feedback that would fit that criteria?

You can opinions if you can express them in a more neutral and actionable way.

- My boss doesn't like me and excludes me. vs - I think my boss has a few favorites who get all the cool projects. Despite me being the best person as I had the most experience with technology X, my performance in good standing, and having showed interest in the project, I didn't get assigned to that project.

It is after a number of people quit. Then there is good information on who the problem is.