Should You Tell The Truth When Leaving?

The job content of each job is different. In HR, it is difficult to have clear performance or right or wrong, many human resources management measures, boss support is right, the boss does not support is wrong.

Or, it should be described in another way: my work is based on my boss's trust in me.

So in the face of resignation, I firmly adhere to the principle that it is absolutely not easy to propose resignation, once it is proposed to leave, it will not accept any cons.

Of course, this is not universally applicable.

But what I have seen over the years taught me that if there is any question about the content of the work, we should talk about work content and expectations for promotion.

If you have opinions about salary, you will talk about salary. You don't need to leave your job as a tool for negotiation. In this way, the problem of workplace may be simplified.

A true story that I shared many years ago is:

A senior employee in A company is not only poor in salary and welfare, but also satisfied with his work.

One day, he received a telephone call from a hunter's head consultant to B company. He didn't really want to change his job. He opened a price at random, which was 1 million more than his annual salary.

He thought that the price should let the other party know how to quit, and even if he did not say so, the other side would really agree to it.

He still did not plan to leave, but he did not want to be wronged. He went to the boss and mentioned that B had paid 1 million more annual salary to dig the corner. Then he told his boss that if the company was willing to pay 500 thousand more, he would stay.

He negotiated the price with the general manager of A, and finally agreed to increase the price by 350 thousand, in return for him to stay and continue his work.

After less than half a year, he accidentally broke a project at work.

It is natural for everyone to make mistakes.

He began to hear whispers in the company, and other executives talked about the general manager's complaints in the chat after dinner. He mentioned that he didn't add his salary six months ago to let him go to B company.

Before long, he left A company.

I was lucky to hear this story when I was young, and I always keep it in mind.

If I have any problem with salary, I can discuss my salary directly with my supervisor, or he will accept my request or he will not accept it.

If he does not accept and I decide to leave, I need to tell him when I leave my job that I am leaving for my salary. If I look forward to the promotion, I also have expectations, or my supervisor's consent will move me to a higher position in the foreseeable future, or he will put forward various reasons to explain why it is not my turn yet.

If he finally rejected my expectations and I decided to leave, I told him once again that I was leaving for a higher position in other companies. What is it going to do to help this matter?

During my time as a director of human resources, I discussed with my supervisor in person about my development. He firmly believed that it would take me three to four years to discuss the timing of this position, and that would be too early.

At that time, I was not convinced by such comments, and even more so, shortly after that discussion, I was waved to me by a company willing to provide my manager's title.

After the interview, I finally decided to leave for the company.

Do you think I should tell my supervisor that I am leaving for a higher position?

This is what I said: what do you want the company to change when it comes to leaving your application?

There are two possible reasons.

One of them is you and your supervisor.

Yes, or if the company used to treat you badly, you may want to make some suggestions, even though you are leaving, and these ideas can make the company better.

It is a great honor to have met one or two of you. (yes, only one or two of the many people who have resigned from my department) when they left the office, they were willing to tell me the truth.

I am not a perfect supervisor or a perfect company. There will always be people willing to pay high salaries or titles. My subordinates or my subordinates will soon find a bigger stage to play, or some of the subordinates I have neglected.

If employees are willing to tell the truth at the time of leaving, it is really possible for supervisors to see if there is any possibility of improvement in some links, as small as their management style, work assignment in the Department, operation process, organizational culture and competitiveness of the company's salary and welfare. If reviewed and improved, it will help to improve the working conditions of the company or department, and also effectively reduce the turnover rate that may continue in the future.

This is the same thing.

Many companies with good operating performance, and even the organization of the graduate fellowship, the company has a certain relationship with the employee, and can hear some meaningful advice to the company from the employee.

The question is whether your supervisor or your company can listen to the suggestion of the departing employee, and reflect on and review the improvement. This is another reason why I speculate: you didn't really want to make clear before you proposed your resignation.

I have been to a company before, and the chairman treats every departing director as a traitor of the company. He also gives a special account of the fact that the personnel must note that they are never hired.

This is really ridiculous, because almost no resignation supervisor is going to return to office. Such a note is probably only self comforting.

I have heard more than once in my career. I have told my resignation staff openly.

The reason is that the supervisor not only did not reflect or review, but also hurried to justify his or her position, or even quarrelled finally.

From another point of view, is there a case in which the suggestions made by the resignation staff do not have much reference value? Of course, the answer is yes.

I have been to another high-tech company, which has gone through the period of profit and loss, and the company can hardly stop the turnover of excellent employees.

At that time, I was very young. One day, I decided to tell my supervisor the question in my mind: the company should raise substantially to keep good employees, instead of letting people run away to other companies.

My supervisor replied after a moment's silence: "if you find a better job one day, I will also wish you the same."

Now I recall the past and felt that I was really ignorant.

Indeed, not all the suggestions made by the resigned staff have positive help, which is just like the voice of the customer. Maybe not all customers' opinions are right, but it does not mean that the company should ignore it.

Even if the resignation staff's suggestions are out of misunderstanding or prejudice, considering that employees may remain in the same industry after they leave, or may continue to be loyal customers of the company's products, it is still helpful to spend some time communicating with and maintaining relations with their departing employees.

What is really interesting is that those who are usually willing to spend time with their subordinates to communicate with each other are different.

Most of them will become the supervisor who tells you the truth when leaving.

Those who are usually unwilling to listen to subordinates' opinions will not be able to listen to the opinions of their employees when their subordinates are leaving.

So if your supervisor usually doesn't take your opinion seriously, why do you think your resignation advice will be listened to?

Now let's go back to the first question: should we tell our executives about their true reasons for leaving?

To hear others answer this question, you might as well ask yourself: what kind of person is your supervisor? Is he an open-minded person or a self willed person? He regards subordinates as a team member, or does he often display high official prestige? Is he broad minded or unable to criticize?

After asking these questions, you already know the answer.

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