Dear Career Advisor:

I am seeking your guidance on two distressing situations I am now facing. I have worked at my current job for almost three years. Recently, I was told that the company would be re-structuring and therefore the position in which I serve would be made redundant. I have observed that the company has now advertised the position as a part-time opportunity.

Secondly, I had initially agreed to the request by the HR officer to participate in an exit interview. Now that the time for the interview is approaching I am not so certain that I want to participate in it. Additionally, HR has informed me that the interview will be conducted by someone else. This is causing me a bit of unease. Why do they have these interviews and do I have to participate?

Regards,

Stacey S

Dear Stacey:

It is understandable that you would be feeling more than a bit of unease with your current situation. Do not despair; assess the situation to determine your options and plan of action.

Unfortunately, from time to time many organisations have had to make these tough re-structuring decisions for financial viability and efficiencies. Was the option of working in a part-time capacity presented to you? If not, try to initiate that discussion with your HR officer and indicate your willingness to serve in the new capacity. Submit an application for the new position to formally indicate your interest.

Ideally, companies conduct exit interviews for the purpose of improving the workplace experience and increase engagement of remaining and future employees. The underlying purpose is to determine what it was that made the worker who is leaving or have left given the first thought to doing so. It is usually conducted by HR; however, a neutral third party is often used as this allows easier sharing of concerns by the exiting worker.

Your participation is not compulsory, but the company looks forward to your cooperation as the exit interview can be a valuable exercise for both parties. During the interview, be sure to voice your honest opinions but try to be balanced no matter how tempting it feels to vent your frustrations. Be honest, yet tactful. Bear in mind also that the person conducting the exit interview is often not the decision maker of the reason for your separation. Feel free to raise concerns that could lead to improvement in the workplace experience for those coming after you. Issues you might raise may include the lack of developmental supervision, unrealistic deadlines, workload, performance assessment, etc. Maintain a professional disposition; you don’t want to close doors behind you.

Wishing for you the best,

Sincerely,

Career Advisor

Carolyn Marie Smith is Director of Career & Employment Services at Northern Caribbean University. Submit your questions to her at careeradvisor@ncu.edu.jm