There is quite divergent piece of advice with regard to burning your bridges as in when you are exiting your current firm.
Lets first look at the issue of exit interviews.
If you have decided to leave your firm for better opportunities – you might be filled with a desire to let it loose, give it back to them. Now that you are free from the shackles of the current employer – there is nothing to lose.
My suggestion to you would be to hold your horses.
Avoid doing or saying anything that you might live to regret.
You never know when the tables might turn.
Recently one of my candidates interviewed with a client. The candidate a senior professional had a difference of opinion with his current CEO but had his paths covered or so he thought. He had a good reference from the managing director of the current firm and a few other referrals from the earlier organisations. The interview went off well. Turned out the CEO of the firm he was interviewing with and his current CEO were class mates.
This is a true story which is currently playing out. The reason I share it is because you don’t know who is going to be connected with whom and you end up regretting some act.
Moral when you are leaving an organisation don’t burn your bridges.
This advice is especially relevant for employees early in their careers. Generally we see that by the time you are in the 30-35 year bracket you have matured enough and realise the importance of maintaining these weak relationships.
What you need to remember is that you are not required to cozy up to your boss and the current employees with whom you may not be having a great relationship. But Maintain a polite , civil relationship, spleen venting can be done in the confines of your room or over a beer with a very close friend . Not with your boss or your boss’s boss or your HR. Definitely not the HR.
An HR manager doesn’t want to hear, during your exit interview, that you think your manager was a jerk. While it may be irresistible to use the meeting to unload, once you’ve made the decision to leave an employer, airing your gripes won’t do you any good. Your time to talk about concerns was while you were employed. Vent ahead of time, not during the interview.
Many reasons. Mainly the HR has its job cutout. They have to maintain peace and harmony. They have to manage the egos. And in the pecking order of things – your Boss is likely to have a greater say on matters. He might have more experience, more knowledge on the subject, better qualified or maybe just closer to the leadership. So your sabre rattling is only going to show you in a bad light.
So however piqued you are about your work and the current state of affairs – make your departure pleasant so that when you meet the people again in a business setting you are able to maintain a pleasant conversation.
One way to prevent any frustrations from boiling over during the interview is to vent it out before. Write down a no holds barred letter to the soon to be former Boss, detailing out every thing that you felt disgruntled about and that contributed to your decision to move on. Don’t post the letter. Save it for later reading. That will help in having a non-emotional exit. You could even frame your opinions in a way that shows that you are thinking of the best for the company.
Exit with grace by focusing on the positive. Criticism is not easy to accept especially not from a person who decided to move on. If you do not like a situation the easiest option is to vent out. The more rewarding option is to give feedback in a non-emotional way.
Companies do want to improve – they are aware that excessive turnover is not good for them. But companies being what they are corrections take a while coming. The likelihood of improvement or positive change is higher if the employees presents his feedback in a non emotional, professional manner.
From a professional perspective workplace relationships are unique and have huge implications for the individuals in the relationship. It does’nt require an Eintenien intelligence to realize that workplace relationships directly affect the employees ability to succeed. The times of exit, the times when you are about to leave an organisation, can throw up moments, tempting, enticing moments to act in a manner that jeopardizes these relationships forever. Keeping that natural human tendency in check has a huge upward impact potential for your professional life.
Prakash Francis is a Talent expert based in Bangalore.