#JobChange #CareerAdvice #LeavingJobAfterAYear
Hey everyone! 🌟 So, I’ve always been someone who sticks around in a job for the long haul – until now. After a year of feeling pretty miserable at my current role, I’ve found a new opportunity that seems like a much better fit for me.
But here’s the thing: how much should I actually tell my current employer about why I’m leaving? 🤔 There have been quite a few red flags along the way, like unexpected office returns, bonus cuts, and constant layoffs causing a negative atmosphere.
On the flip side, there are some positives like a good manager, a strong product team, and great coworkers. 🌈
So, what’s the best approach here? Should I be honest about my reasons for leaving, or keep it more general? Let me know your thoughts and if you’ve been in a similar situation. 💬
Possible Solution:
– Be honest but tactful when communicating your reasons for leaving.
– Focus on the new opportunities and growth potential at the new role rather than dwelling on the negatives.
– Express gratitude for the positive aspects of your current job while explaining why the new role is a better fit for you.
>How much should I say to my current employer about why I’m leaving?
I wouldn’t bother giving them much more than the standard “new opportunity better aligned with my interests” BS. You gain nothing by airing your grievances and it’s unlikely to change anything at the company.
The most common reason to leave a job is financial. If they ask “better pay, more vacation” is a perfectly reasonable answer. Other things tied to quality of life (no travel, schedule compatibility, etc) won’t burn bridges. You don’t need to say anything, of course, but people might ask what’s next/why and an honest answer that doesn’t offend is pretty easy.
The safest thing is to not say anything BUT, *if* they have a system to actually record and work on your feedback, or if you know that your manager is amenable to your feedback, I would tell them all those things. Just two rules: never get emotional, never get personal. The enemy is the amorphous and faceless “company policy”, not the people who enact and enforce it.
Reasonably speaking they already know why you are leaving. In addition to lay offs the attrition rare post layoffs is already typically accounted for. For example if they lay off X% they expect another Y% to leave on their own. If the expected rate isn’t met, more layoffs will likely follow. They typically avoid severance costs on top of that.
Get other offers and leave.
Some jobs simply don’t work out.
Anytime a company messed around with compensation, it’s time to go.