A whole lotta nuance lost with this headline..
A good reminder to be cautious , but I don't think the absolute position justified..
I run voluntary exit interviews with departing engineers - I'm not in HR (more of an engineering advocate / practice lead) and any disclosure of content is entirely opt-in, as it's not remotely necessary.
The purpose of these exit interviews _actually is_ to make us better & hold leadership accountable. (And give an escape hatch to The SNAFU Principle [^1])
Ideally we wouldn't only learn this stuff when someone's leaving, but alas sometimes that's how it goes.
FWIW: generally collate insights and themes from these interviews, periodic skip 1:1s, etc.. and use them to report on broad trends we're doing well / sucking at.
For me these things are invaluable.