Don’t Burn Bridges Even When Changing Shifts
In today’s fast-paced workplace, opportunities and change are frequent. Officers may change shifts, take on different assignments, receive promotions, or even move to other organizations. While such changes can be exciting, one critical piece of advice is often overlooked: never burn bridges.
Burning bridges means damaging professional relationships through poor conduct, harsh words, or abrupt departures. It might feel justified in a moment of frustration or eagerness to move on, but this behavior can have serious, lasting consequences. Even if it is just a transfer within the same organization, damaging relationships during transition can restrict future opportunities and harm your reputation in ways that may only become apparent years later.
In any workplace, your network is essential. Respect, trust, and cooperation shape your daily work experience—and can open doors for future advancement. When you move to a new shift or assignment, your former team remains part of your professional ecosystem. They may be involved in cases you are assigned to, serve as references, or provide valuable guidance. Burning bridges by spreading negativity or showing disrespect because you think you are moving on destroys these crucial connections. The reputation you build (or damage) influences your career long-term.
In close-knit professions like law enforcement, reputation extends beyond your current Department. Supervisors or colleagues you have alienated might later become influential in hiring or promotions. Negative perceptions can follow you, possibly closing doors to future roles, references, or collaborations.
The Virtue of Emotional Intelligence and Professionalism
Transferring to a new shift or assignment on good terms demonstrates emotional intelligence—an attribute highly valued by supervisors and managers alike. In moments of frustration, taking a step back to communicate clearly, expressing appreciation, and helping in your old position when needed ensures a smooth transition and shows maturity and respect.
Simple gestures like writing a farewell message, training your replacement, or completing outstanding tasks leave a positive impression. And once in your new position, if you are asked by your old supervisor for information about an assignment you were expected to finish before you were transferred, do not ignore their questions. Help where you can. Such professionalism fosters goodwill, which can benefit your career later, whether through references, networking, or opportunities for collaboration.
If you doubt that previous supervisors are bothered by abrupt transfers, I should point out that one such supervisor recently contacted me. He sought advice on disciplinary measures for an officer who had transferred to a different division within the organization but failed to complete a crucial final assignment. The officer now refused to respond to email inquiries about his actions or inactions regarding that case. The officer’s new supervisor did not want to get involved. That officer, just starting a new assignment, had no idea how much he had damaged his reputation within the Department because of his lack of response to his former supervisor. Don’t be that guy!
Bridges You Might Need Later
Your professional journey often circles back. Former colleagues or supervisors can become managers, references, or collaborators in the future. Maintaining good relationships ensures you are seen as dependable and approachable. Burning bridges, however, leaves a negative legacy that can be difficult to overcome and may close important doors.
TIP: Burning bridges is rarely worth the fleeting satisfaction it might bring. Leave each shift or assignment with respect, gratitude, and professionalism. Protect your reputation and build a network that can support your career for years to come. Remember, your relationships are your most enduring resource—invest in them wisely.