Last week’s jobs report had some good news. Fewer initial jobless claims were filed. Hopefully this means that unemployed people are getting jobs. Or employed people are finding new jobs (creating openings for the unemployed).
With any job change, there always comes the “do I or don’t I” decision about sharing your employment experience. You got it, how to handle the exit interview.
Many people will tell you not to burn a bridge. They follow the “if you can’t say something nice” rule. And there’s some truth to that advice. Everyone should think long and hard before severing a relationship with someone. After all, never is a really long time.
But I do get concerned that the advice is misinterpreted as “don’t offer constructive suggestions and feedback”. There’s a big difference.
I like to believe that any organization who goes through the time and expense to ask for feedback in the form of an exit interview is looking for ways to improve. As a result, well crafted suggestions and recommendations will be taken under consideration.
Please note: I didn’t say mean, spiteful, bitter, and nasty commentary.
While you might feel better giving your former boss and/or company a piece of your mind, take a moment to consider what it would accomplish. I know, taking the high road stinks. But ya gotta do it sometimes.
Instead, think of the person who is going to replace you.
- Make a mental note of the things they shouldn’t have to suffer with the way you did.
- Come up with a suggestion to fix the issue. (again, a public flogging of your supervisor is probably not an option.)
I’ve had employees tell me lots of terrific ideas during exit interviews. Many of them were later implemented. That’s not burning a bridge. Think of it as building a bridge on your way out the door.