Are supervisors and managers fearful about receiving negative feedback from employees during the exit interview?

Hi Ramya I agree with you, even I have seen people who are very fearful when his/her team member quit the job. Because nowadays most of the companies have a exit interview when an employee is leaving the company at that time he will be asked to give a feedback of his /her superior, it they receive a negative feedback that will be considered as a black mark for him. So it is obvious that every superior/manager will have fear when his team member is exiting the job.      

I am not sure it is a "fear" factor, as much as apathy.  Some decide an individual is leaving so any negative remarks are merely dismissed; after all the individual is leaving. While some would abuse this process, there is something to be learned in exit remarks but, I rarely see or hear of them.

I rarely have had meetings on negative reviews, only postings on positive. 

There is one assumption; there is an exit interview and it is discussed.  In the majority of discussions I have had with hr individuals, this practice has either stopped or is a private conversation with hr and goes in the individuals file and is immediately inaccessible.  You do not fear what no one will read, discuss, analyze.  Some of this, in my opinion, is due to modern management not having to take courses in employee development and being evaluated on meeting production and/or financial goals and not people skills. 

I agree that most manager and supervisors are concerned about feedback within employee exit interviews. However, this is the fault of the organization. The company should look at feedback as a gift and they should include their managers and sups in that type of culture. I encourage feedback from the people that work for me. It gives me a chance to improve myself professionally.

Mr. Prashanth Kantheti is right. More people leaving an organisation will indeed create a bad image of the organisation for which respective managers has to answer putting a question mark on his capability of managing tasks and supervisors, just to become a "sweet fruit" in the eyes of his concerned manager, becomes "too close" to him and does all the buttering just to keep him pleased. This is the reason managers and supervisors generally prefer to go for peer appraisal.