Unfortunately a day doesn’t go by where I don’t hear from a contact who is in transition. Because the company went through downsizing, rightsizing or whatever term we are using these days, they are out of a job. Yes those words are very painful to hear, very painful to accept and very scary, given where the economy is these days.
Every week my opinion is solicited from a number of people in transition. Some of my responses are customized and some are standard. The standard comments are: don’t look for a job when you are angry, and you have a right to be upset but you need to get that out of your system prior to looking for your next job. The other thing you need to do is don’t burn any bridges. Hopefully when you left the company you didn’t say anything you will regret later. Clearly going through this for most people is very hard and emotional but it won’t do you any good to trash your old boss or company. Remember this is a very, very small world and things have a way of getting back to people.
I have interviewed a number of people who are so upset and haven’t gotten through the healing process and unfortunately I didn’t really consider them for the position because emotionally they weren’t ready for a new job. I have also heard a number of stories where friends have interviewed people who talked about why they left their prior job and gave lots of negative comments about their boss. Unfortunately, the person conducting the interview knew the boss, which left a bad impression of the applicant, giving them no chance of securing the position.
If you are forced to leave a company, go out with dignity and class. No need to do things you will regret in a few weeks.
- Have you seen this happen when you interview potential candidates?
- What advice do you have for people who are in transition?
I look forward to your comments.
Elliot Ross says:
I can only agree with your don’t burn bridges.
True Story;
1) I worked with 2 guys at one company – the manager of one unit left for a better position somewhere else. One of his subordinates took the manager role
2) The ‘New” manager later took a more senior role at a different company
3) the ‘old’ manager lost his job when the company he had left for restructured
4) the ‘old manager was hired by his original subordinate at his new company.
The world may be a big place –
But the circles are small
Merrill Dubrow says:
Eliot,
Couldn’t agree with you more – over the years I have heard a number of stories just like that.
Thanks for sharing.
Merrill
Bob Graham says:
Even more important in the Market Research business is that your co-worker may someday be your client.
When I worked for a research company I used to call on a guy at a local advertising agency. I left for Penney and my friend joined a full-service market research company. Our roles had immediately reversed. His supervisor later joined me at Penney’s as a colleague. After the big market research purge of 1998, he went out on his own and I got a market research job at a software publishing company. Once again, our roles switched. Twice.
I’m a firm believer in Merrill’s dictum that you shouldn’t look for a new job while you still have anger issues about being let go from a previous company. Hiring managers will pick up on it right away and it will make you a less desirable candidate. If you’re looking for work, you have to talk positively about your last position. At the same time though, you’ve got to realize that, at least for the time being, you have no relationship with that company. No one is going to call you and offer you your old job back saying “we made a mistake”. No one is going to call you regularly to see how you are doing. Your primary objective is to get a new job and that’s where you need to direct your attention.
Seanjjordan says:
I’m still new to the MR industry (I’m finishing up my MMR at SIU-E this year), but in my previous industries (retail and publishing), I’ve always asked potential employees what they liked best and worst about their previous employer. If the person seemed like they were too bitter or angry about the last job, or couldn’t say anything good about their old boss, I was certainly apprehensive about hiring them. Negativity breeds more negativity, and people who spend all their time complaining never seem to get anything done.
I myself am something of an iconoclast, and so I’ve learned that I have to be very careful in interviews in explaining how I love to challenge old ideas and how I’m constantly trying to find better ways to do things. I mean these things in the best and most helpful ways, but some interpret this to mean that I complain all the time and challenge authority — not the sort of message I want them to walk away with during a competitive interview!
Jeffrey Lorber says:
As you know, Merrill, I am an expert on this subject!
Unfortunately, I don’t completely agree – with the “No matter what” part.
There are, sadly, a few people you come in contact with in life who are so despicable, that you want nothing further to do with them or their cronies.
Yes, get over your anger, that part is obvious; but some bridges are worth burning!
If any potential boss was friends with the old despicable one, then guess what, I want to know it and I don’t think it would be in my best interest to work for them either. Sometimes you need to cut ties and move on.
There are lots of really great people and great companies to work for, and I have worked for most of them!
Steve Runfeldt says:
Hey, I used to work with Jeffrey. I can’t imagine whom he could be talking about . I hope it wasn’t me.
But seriously. This same advice also applies to all of the people with whom you may work, especially those under you. I have run into just a few people in this business who considered me to be in a subordinate position and, to put it mildly, were not nice to work for or with. I would neither hire nor recommend them now.
I think that the best rule is to treat everybody you meet with respect, clients, superiors, subordinates, co-workers. You never know.
Merrill Dubrow says:
Steve,
I have known Jeffrey since 1991. Lots of years. We have shared lots of conversations, opinions and had a few disagreements along the way. I can say without question it wasn’t you – with that said I know where he is coming from but don’t (although I am close) 100% agree with him.
Merrill
Jeffrey Lorber says:
No Steve, definitely not you – this had to do with a boss of mine who told me to falsify surveys. Wouldn’t do it. Left the next day. Bridge burned. No regrets.
Totally agree with your comment about subordinates. I know I can be a pain sometimes (a lot of the times?) but in my old age I have come to learn you are only as good as the people who report to you. The inverted pyramid of support (where the Interviewers are at the top and I am on the bottom) is my management model.
I have tried to become more of a teacher and less of a dictator – seems to be working out pretty well.
Steve Gentile says:
Some pretty cool and innovative companies get “Phoenix-ed” after the “fire”
Feel the flames, heal the burns, move forward, and after a while – don’t look back.
It’s been a great first year for me, finally on my own and finally loving EVERYTHING about the new world I’ve come to discover and explore.
Who knew!?!
It would be hard to go back, in many ways.
Merrill Dubrow says:
Steve,
Appreciate your comments and perspective. So glad you had a great first year! Only success and happiness in 2009 and beyond!
Merrill