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> It’s no good nursing your private resentments for years, while telling your boss once a week that everything’s fine, and then suddenly walking out on them. S

> It’s no good nursing your private resentments for years, while telling your boss once a week that everything’s fine, and then suddenly walking out on them. Strongly disagree with this point. Your departure should be an enormous shock to management, otherwise you've just spent weeks or months mouthing off about work to them, they've not fixed anything and indeed might even have lined up your replacement already.

h4ny 2y ago
I agree with you that anyone who don't get the appreciation they deserve should leave and make it painful for management. But I think whether or not you should keep talking is highly situational. If you have a manager/boss who genuinely cares about you (hard to tell most of the time from personal experience), then the next paragraph of the article makes sense: > Instead, you should make sure that if you’re unhappy about something, your boss knows it pretty much as soon as you do. Keeping a paper trail of those discussions also help even if it's just for sanity check for your future self. Chances are most people won't help you because most people are bystanders or cowards in those situations (anecdotal, maybe everyone I know and I are unlucky).
prerok 2y ago
I think business relationship is not that dissimilar to other relationships. I think you should voice your concerns, while still letting the manager know that you are open to disagree and still commit. Only when your disagreement becomes too strong, then you leave. If you have concerns and constructive feedback, I found most managers to have agreeable reactions to it. Maybe I was just lucky, but I did have this experience across four companies. What you should not do is bare criticism without constructive feedback. Most managers will respond positively, even if nothing happens in the end. And after voicing it for several times, you can feel better for leaving, because you also did what you could from your end.
kcoddington 2y ago
This level of 'us vs. them' doesn't really help anybody. If your employer is actually this cutthroat (I imagine the majority are not) then perhaps this tactic is warranted. But as a general recommendation, TFA has a valid point regarding a potential source for a strong reference or even future collaboration. Burning bridges should always be a last resort. Also, I don't think the author is recommending 'mouthing off' but rather sitting down and having a civil discussion.
bigs 2y ago
I agree with this outcome. When you do raise issues nothing gets done about them and so if you continue down that path they will see the writing on the wall and plan your replacement. “Everything is fine” until a key milestone is hit - it’s time to move on, or there’s an internal role you’d like to apply for.

h4ny 2y ago

I agree with you that anyone who don't get the appreciation they deserve should leave and make it painful for management. But I think whether or not you should keep talking is highly situational. If you have a manager/boss who genuinely cares about you (hard to tell most of the time from personal experience), then the next paragraph of the article makes sense: > Instead, you should make sure that if you’re unhappy about something, your boss knows it pretty much as soon as you do. Keeping a paper trail of those discussions also help even if it's just for sanity check for your future self. Chances are most people won't help you because most people are bystanders or cowards in those situations (anecdotal, maybe everyone I know and I are unlucky).

prerok 2y ago

I think business relationship is not that dissimilar to other relationships. I think you should voice your concerns, while still letting the manager know that you are open to disagree and still commit. Only when your disagreement becomes too strong, then you leave. If you have concerns and constructive feedback, I found most managers to have agreeable reactions to it. Maybe I was just lucky, but I did have this experience across four companies. What you should not do is bare criticism without constructive feedback. Most managers will respond positively, even if nothing happens in the end. And after voicing it for several times, you can feel better for leaving, because you also did what you could from your end.

kcoddington 2y ago

This level of 'us vs. them' doesn't really help anybody. If your employer is actually this cutthroat (I imagine the majority are not) then perhaps this tactic is warranted. But as a general recommendation, TFA has a valid point regarding a potential source for a strong reference or even future collaboration. Burning bridges should always be a last resort. Also, I don't think the author is recommending 'mouthing off' but rather sitting down and having a civil discussion.

bigs 2y ago

I agree with this outcome. When you do raise issues nothing gets done about them and so if you continue down that path they will see the writing on the wall and plan your replacement. “Everything is fine” until a key milestone is hit - it’s time to move on, or there’s an internal role you’d like to apply for.