A simple heuristic I go by: consider the weight that the organization applies to feedback from you while you are working there and the weight allocated to advic

A simple heuristic I go by: consider the weight that the organization applies to feedback from you while you are working there and the weight allocated to advice from total strangers with nothing to do with the organization. The moment you announce you are leaving, and feedback or advice you offer will probably be weighted even lower than either of those. In many organizations, it drops to near-zero the day you decide to leave the team. In fact, the multiplier goes negative after someone exits in most companies I've experienced, resulting in them being blamed for recent decisions they were party to, even if they seemed fine at the time (scapegoating). Everything the departed touched is ripe for second-guessing. If I want to give advice or feedback, I do so early and respectfully. If I don't feel heard and decide to leave, I won't be repeating it because its weight is sinking like a stone between announcing my departure, the exit interview, and joining the ranks of ex-employees. Any self-serving catharsis isn't worth the damage done to the professional relationships, which the author covers nicely.