2 ms·

> They didn't realize why people were leaving. I think this is a standpoint that is not defensible. Seeing how it is close to their core competency (people), i

> They didn't realize why people were leaving. I think this is a standpoint that is not defensible. Seeing how it is close to their core competency (people), it is more reasonable to assume that what they were doing was a conscious choice. Maybe you (and apparently a lot of other people) think that is the wrong choice, but that doesn't mean it was not made.

godelski 7y ago
Well when I'm grabbing beers with my manager and he's like "I don't get why X left. He was doing well. Guess it must have been <unsubstantiated reason that is a flaw in their character>" I fully believe that they just didn't understand. Frankly because they told me. I'd say "no, they left because <x,y,z,...>" And they'd respond "well that's dumb. Were about to get funded. They're missing out on a lot of money" (we had no equity and had asked several times, gotten bs answers). They still don't have funding and it's been 1.5 years (they had been working on with that investor for a year prior). It really was just delusions of grandeur. Maybe they do realize now (I was the last to leave, even though the first to secure my ticket out). They thought I was leaving because I just wanted my PhD. I do want it, but there were a lot of reasons I left. Big part was being micromanaged on a project I won, I did all the work on, and I was the only one that had even basic knowledge in the subject (like knowing the difference between a proton and alpha particle. True story),this was the largest contact we currently had, and I was paid the least. They didn't see how insulting this was. Sometimes people are blind. It's probably much more common in small companies too. We were <20 people. 5/12 engineers left within a 3 month period. All but 1 E1 left and all E2s left. When people are dropping like flies maybe it's not the best to continue blaming those people and find out what you can do to have higher retention.

godelski 7y ago

Well when I'm grabbing beers with my manager and he's like "I don't get why X left. He was doing well. Guess it must have been <unsubstantiated reason that is a flaw in their character>" I fully believe that they just didn't understand. Frankly because they told me. I'd say "no, they left because <x,y,z,...>" And they'd respond "well that's dumb. Were about to get funded. They're missing out on a lot of money" (we had no equity and had asked several times, gotten bs answers). They still don't have funding and it's been 1.5 years (they had been working on with that investor for a year prior). It really was just delusions of grandeur. Maybe they do realize now (I was the last to leave, even though the first to secure my ticket out). They thought I was leaving because I just wanted my PhD. I do want it, but there were a lot of reasons I left. Big part was being micromanaged on a project I won, I did all the work on, and I was the only one that had even basic knowledge in the subject (like knowing the difference between a proton and alpha particle. True story),this was the largest contact we currently had, and I was paid the least. They didn't see how insulting this was. Sometimes people are blind. It's probably much more common in small companies too. We were <20 people. 5/12 engineers left within a 3 month period. All but 1 E1 left and all E2s left. When people are dropping like flies maybe it's not the best to continue blaming those people and find out what you can do to have higher retention.