Posted on 11/01/2021 10:08:44 PM PDT by DallasBiff
I have been very unhappy at work lately.
I don't want a pity party, but my superior, stated that she wants a written two week notice.
I am not going to write a standard "I'm putting in my two weeks notice", but I wish to convey my discontent at current management.
I have worked there for almost 4 years and the last six months of 2019 were the most enjoyable of my work life.
The pandemic changed everything.
At least your FR name ain’t sweet pea. 🤣
Really, I started off my yearly evaluation interview at one company with “I got another job starting next monday for 40% more money, lets have a real honest evaluation”
Be diplomatic and be fair in any critism. Ask yourself if you would be reluctant to have whatever you write them read by another prospective employer, or your pastor if you go to church. Do not be negative in a mean way. If you have hard truths you need to get out do it with some sympathy and respect mixed in. Do not get emotional, get reflective.
Be professional and give 2 weeks notice, which is standard. If you get along with your supervisor, he/she may offer more money for you to stay.
Yesterday was my last day. Things had gotten so bad at work with the micromanaging as well as other ‘shady’ dealings I was getting physically ill whenever I went to work. I was offered a higher paying position and made my resignation letter short and simple, all the while, killing them with kindness. They’re paying me to not work the remaining 2 weeks and to just leave.
Best wishes
Also, no company should want to keep unhappy employees on the premises. Many companies go to great lengths to escort former employees to their cars and see them safely off the property.
Your company may have asked for two weeks notice in order to make you believe that you would have time at work to react to their treatment of your notice. It may be that your company will immediately issue you a check for two weeks pay, escort you to your desk to remove personal items, and escort you to your car to see you safely off the property. You may find that the IT department, if there is one, will simultaneously remove any login accounts that you have.
Your unhappiness with the company is a liability to them and may motivate them to reduce the risks of having you around. It shouldn't seem unreasonable to you that if you are unhappy with some of the company's staff, those same people may have reason to be unhappy with you.
Do NOT resign or quit.
Let them lay you off or fire you so you can collect unemployment insurance.
If you are quitting because of the mandate DON’T. Make him fire you
dont get mad
get even
I agree with the make them fire you angle.
Demanding a resignation letter from you is firing you anyways, but laying the blame for the action of you vacating the job on YOUR shoulders, not theirs.
For whatever reason, they do not want to be the responsible party for your leaving the job. There must be a really good reason for them to do that or want that. Use it to your advantage.
If they want you out of your job, make them fire you and while it may make things unpleasant at the office for a bit, you can know that it’s really sticking in their craw that you won’t comply.
However, clean out your desk and take your personal effects home, surreptitiously. Chances are very high that if you do submit the letter, they will on the spot relieve you of any company property, like a phone and/or computer, and escort you to the door and tell you to make an appointment to come back and clear out your desk.
And be prepared for something underhanded from them. If they are trying to force you out so it looks like your decision not theirs, they may try to pin something on you like stealing from the company, or harassment charges, if you refuse to cooperate.
Document everything. What happened, when, who, how. Everything.
Does "McDonald's" even give "exit interviews?" I mean: for hamburger-flippers?
Sorry for the sarcasm, but the OP really ought to have at least hinted as to the commercial sector in which he has been working, and his approximate position in the hierarchy - otherwise, he's leaving himself open to all kinds of jokes (though the FR crew here - with the exception of me - has been remarkably restrained).
Though the subsequent added info about the superior's "ally" being a former prison guard who is "tatted up" does give pause to thought.
Regards,
Just wait until that big, white weather balloon starts chasing you, Number Six!
Regards,
Your next employer only wants to know four things - dates of employment, job description, salary or wage history, and, are you eligible for re-hire?
I was a supervisor for a Fortune 500 company for over 30 years and will tell you categorically that what you write here is not what I would give any employer asking me for references for a potential hire.
All I was permitted to give to anyone seeking references for a potential hire was the dates of hire and separation.
I was not permitted to give any opinion as to whether the person was a good, bad or indifferent employee. No wage history, reason for separation or potential for re-hire were to be given.
Our litigious culture has made anything other than the simple facts of employment history dangerous.
But I will agree that it is foolish to burn bridges with an employer. You may want to return there some day.
Hah! I didn't know that's how things were in the States!
Here in Germany, it's the opposite.
The "Letter of Separation" must be phrased in glowing terms. Legal precedent has established various different phrases such as "excellent service" which must be included as a baseline, unless the employer wants to litigate and prove that it was untrue. The standard of evidence is entirely in favor of the employee, and the burden of proof upon the employer.
Of course, that ultimately has the same effect as the situation at your former corporation: The "Letter of Separation" winds up being next to useless.
Regards,
Write? Actually, nothing.
They are demanding a resignation so they won’t have to pay unemployment for firing you without cause. Writing a resignation letter just takes them off the hook. If they have no reason to fire you call the Texas Workforce Commission and see what they suggest. They are actually there for that reason and others. They are not necessarily your friend but you may get lucky and find someone helpful.
If you want to go ahead and fall on your sword resign and make the notice short. They don’t give a rat’s patoot what you think anymore. Don’t waste your time or give credibility to them. It isn’t necessary.
If the position is critical they likely already have someone picked out to replace you. A “friend”.
PS. If they have reason to fire you tell them you resign and get out while you can with the least black mark possible. Say as little as possible.
I was fired/laid off years ago. Lots of people at the firm were. It was terrible for moral as it would be 2 or 3 one week, another 2 or 3 two weeks later. Went on for 6 months I bet!
I found out via the rumor mill, walked into my boss’s office and said something like “I hear I’m getting laid off - is that true? So when were you going to get around to telling me?”
(That was as snippy as I got). I had a few more days and finished up my work or got them to a place somebody else could take over. Cleaned out my desk.
A year later they were asking me back, but I had moved on doing consulting. I told them thanks for the offer, but I have commitments at the moment....
They asked me back five times, and hired me as a consultant on about 6 other projects. Yeah - it helps not to burn any bridges.
Actually, when I found out that I was laid off I knew that it was the best thing that ever happened to me. Forced me to go into business on my own, which I had contemplated, but never had the guts to do until my back was against the wall(and some good luck).
DallasBiff...
I have passed through many employment scene’s over my many years. One of the most important lessons learned is that of introspection. Whatever issues I had in my previous position showed up at my next position too. If there’s things you don’t like about your current job, you’ll likely find those same issues at your next job. So as you move on, I offer that you should take some time to inventory yourself. Identify those points of friction and examine your own contributions to them. It’s a harmless exercise and you will not regret it.
Remember that no matter where you go, there you are dragging all your unresolved issues and attitudes. Everyone has them, you, and your current and your future supervisors. Nobody’s perfect and generally those issues are toxic in a working environment. What everyone’s looking for is someone to help them to make their job easier. You can be that person.
Finally, if they’re requesting a letter of resignation then give it to them. Repay evil with kindness if that’s the case. But as many others on this thread have advised, do not burn your bridges. Always take the high road.
I wish you good luck and prosperous in your future endeavors.
Interesting...
Is this how your Fortune 500 company hired new employees?
The only information you had on him/her was the hire and separation dates from previous jobs?
The four questions I listed in my Comment are actually part of a well known employment law decision from around 2001.
I am very surprised to hear that major companies no longer follow that guidance.
One more good reason for executives and business owners to automate or digitize EVERY job in America!
Don’t. Give a gracious thank you for the opportunity of working there. You have found a new opportunity of significance elsewhere.
Remember that the world is a circle and you might meet those people again. They could bad mouth you for a long time.
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