Do the little things really count a lot?
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Anonymous
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When I get to the reasons I am leaving my company, it's really more an assortment of small things vs. one major kaboom that drove my decision. For example, having a benefit taken away that I negotiated for when joining. Or not being invited to a dinner where it would be generally accepted that I should have gone (I attribute this to the boss who brought me into the company leaving and the CEO being a dick and taking it out on me). And the new boss saying he would get back to me with a hybrid schedule that was acceptable, but never did.
Just wondering if anyone else has left a company due to a build up vs. a more definite factor like new management or lack of career advancement opportunities. |
Anonymous
| Sometimes you just need a change, nothing wrong with that. |
Anonymous
| You never give real complaining reasons, it’s always looking for challenge or some positive about new company. |
Anonymous
| Yes they count a lot but whether you mention them depends on who you are talking to. |
Anonymous
| When leaving a company, Never Complain, Never Explain. Exception - Worked for a company where the director (Denise) had two lower life forms who did her dirty work and were nicknamed "Denise's Dobermans". One person quit and blasted all three of them to the point where something was actually done. |
Anonymous
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Never say why. You don't even need to say that you're leaving for better opportunities in your resignation email. Just guve a date and thank them for the time there. If it comes up afterwards, yes, say you're leaving for something that aligns with your current goals and that kind of phrasing. Use corporate speak and be vague. You're leaving all of it behind and you're done with their stupid issues.
They're negative people who are already showing you that they don't care about you, so any criticism of them only plays into their negative narrative about you. Don't give this to them. I used to work in upper management at a large organization. Everyone was sent an exit form to fill out when they left but turning it in was optional. It was sent by HR to them and then sent to us. I'm sure people didn't know we would read it. Anyway, some people in the group would pounce all over these criticisms and would not even entertain ideas that really were valid and constructive because they took it so personally which I found interesting and revealing. They had no interest in what these oftentimes valuable emoloyees thought about their workplace. Nothing changed because of these responses and I told my people to not write them when the time came. I did not when I left. |
Anonymous
| You're kidding right? Most competent employees leave because things accumulate, not because of one big flaming issue. |
Anonymous
| It's always an accumulation of events. In my 27 years in the workforce, I never left due to a single reason. |
Anonymous
Well I would maybe explain why I left Enron after it collapsed for example, something didn’t feel right sort of thing. |
Anonymous
| Don’t burn bridges. |
Anonymous
| You can leave for any reason. You can leave because you don’t like the wallpaper. The only thing that matters is if you have a better job to go to. |
Anonymous
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It can go either way. An accumulation of little things. Being in a crowded open office 2ftx4ft desks sitting right across from each other expected to work long hours Sundays etc. with a printer blowing ink fumes on you sitting next to an exit stair well filled with left over packaging. To having to report a "nonconformance" in a clinical trial.
WFH goes a long way in being able to take "stuff" though. No parking validation, no sweat. |
Anonymous
| Don’t take the exit interview. Don’t give them a list of reasons. Move on with your life and leave them guessing. |
Anonymous
| I mean, not respecting the CEO is a pretty good reason to leave a company...and not, IMHO, a little thing. |
Anonymous
Think you mean the CEO not respecting this employee. |