Time to Open Your Eyes

a revised post from an old post

The same person is now in charge of the project. This happens every time.  You are not happy because you have complained numerous times about their lack of organization and inability to lead teams and the fact that every other one of their projects is either off the rails or has been put back on the rails by a rescue effort.  You wonder what colour are the glasses your boss is wearing?  What is he seeing that you do not?  What is he seeing in you, or rather, not seeing in you?
What to do?
This one is easy.  And it is a 2-parter:

• Think about when you complained, did you offer any solutions or resolutions or alternatives that would have been better, or was it simply a complaint?  If it was only complaining- like sour-grapes, then re-think that strategy immediately.  You are not contributing by whining.  Always provide a solution or an alternative. This regular choice may be the go-to choice because they are unaware there is an alternative.
•  Ask why you are not being considered.  What is it that you have to learn/do/experience before you are given these types of assignments?  Showing that you are open to learning will no doubt give your boss something else to think about.  Your initiative can open their eyes.

The Exit Interview

There are two schools of thought on the exit interview.


Do them or not (like everything else!)

Conducting exit interviews gives the company insight as to potential opportunities to change or improve. This happens when the interview questions focus on big picture.  This works best when the interviewer is objective and perhaps from a third party as opposed to your boss or the HR Manager.

Letting an exit interview get out of hand and into a character assassination is certainly not the way to get your message across.  Use this time, if asked about specific feedback on a person, to provide exact examples with potential solutions or changes that can be made.  This will help clarify the situation that caused issues and also provide a great learning opportunity. (Is this difficult?  Sure, sometimes it is....but take the high road- you never know when paths may cross again.  And it just feels better!!)

The philosophy of not doing exit interviews is really all about not wanting to hear 'the whining'. If you work for this company, and want to say your part, then do so in your resignation explanation. Feedback is always a good tool, whether others want to listen at the moment or not. 

Leaving an organization (or more than likely,  the leader of your team) can be emotional or free-ing. All depending on the circumstances you have had to work in for the last while and what your next steps will be.

Having your say is important to leaving on good terms and providing closure to the experience. There is always the potential, because we cannot tell the future, that you may work with them again, whether it's the leader or the interviewer. Your thoughts and experiences are important  - make sure you share them.