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There are a few very high expectations of employees here. (note: I'm not US based) "Tell me as early as possible" - most of the time you'll get exactly the am

There are a few very high expectations of employees here. (note: I'm not US based) "Tell me as early as possible" - most of the time you'll get exactly the amount of time that is contractually obliged. If you want more, write it in the contract. Employees want their own flexibility and few people want to stick around after they have pretty much told their employer "I don't want to be here". Most employers don't like people hanging around either (they are likely to start encouraging others to leave too). "Give honest feedback" - Its incredibly hard to phrase feedback (in a constructive way) without directly referring to people as the source (which nobody wants to do - burning bridges and all). If an employee finds a way to do this for you, it is pretty exceptional. If you are lucky, you might, after asking some pointed questions, get some short outbursts of "I don't like being managed by person X" or "company process Y pains me", and you'll have to do the hard work of figuring out what it means. Thats if you are lucky. Most of the time people will just rather not say anything at all.

jmj42 14y ago
Actually, I found both of those suggestions to be perfectly reasonable. I try to shoot for 4 weeks when giving notice. If my employer doesn't want me hanging around that long, see point 3. Note: I've never been contractually obligated to give any notice. As for feed back, the fact is, you're leaving for a reason. You're, so to be, former employer really is, generally, interested in the reasons for your decision. Especially if it's "I don't like being managed by person X." Sometimes it's just an isolated personality conflict, often, though, there's bigger issues and your employeer isn't interested in loosing more good employees due to poor management. I've also been in a situation where one of the reasons was "I don't like being managed by person X," and conveying that in a polite, non-judgmental, way wasn't difficult. While my exit interview was with that manager, I also requested a meeting with the CEO (small startup, so it really just a matter of "Hey, <CEO>, can we do a one-on-one before I leave). In fact, I would argue that the most important point on this list is the one about feedback.

jmj42 14y ago

Actually, I found both of those suggestions to be perfectly reasonable. I try to shoot for 4 weeks when giving notice. If my employer doesn't want me hanging around that long, see point 3. Note: I've never been contractually obligated to give any notice. As for feed back, the fact is, you're leaving for a reason. You're, so to be, former employer really is, generally, interested in the reasons for your decision. Especially if it's "I don't like being managed by person X." Sometimes it's just an isolated personality conflict, often, though, there's bigger issues and your employeer isn't interested in loosing more good employees due to poor management. I've also been in a situation where one of the reasons was "I don't like being managed by person X," and conveying that in a polite, non-judgmental, way wasn't difficult. While my exit interview was with that manager, I also requested a meeting with the CEO (small startup, so it really just a matter of "Hey, <CEO>, can we do a one-on-one before I leave). In fact, I would argue that the most important point on this list is the one about feedback.