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Comment by tyfon | Hacker News Reader

> The problem with this strategy is you can never go back.

Reading all these stories about bad managers and stuff, do managers and employees take things personal in the US?

So if you leave for a better deal you actually will make personal problems between employer end employee?

Whenever someone under me quits for a better deal or another job that I can't match I tell them "good luck and thanks for the time you shared with us, if you change your mind, welcome back".

Same with salary negotiations, I usually ask them to give me "ammunition" that I can use against the higher-ups to get them raises, that is job offers at other companies, lists of stuff they have done and statements from other departments. Usually I manage to get them 5-10% raise but sometimes even more.

People work so much better if they are happy about their situation from what I can tell.

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It isn't personal. There are situations where the manner of quitting make it unlikely that I'd want to work with you again.

If you joined, people on the team are helping get you up to speed on new tech, and you quit within two months before we even had a chance at a payoff for the work the team put in, that's off-putting because it's inconsiderate.

It's not illegal, and you have a right to it. But my team likewise has a right to work with people who are considerate of their time. And the business likewise has a right to ask me for positive value from hiring. So I'm going to pass on rehiring that guy.

Now, insta-quitting on being told that you're getting "a kick in the ass" instead of a raise is easily justified and if someone were mismanaged so egregiously previously I'd have no problem rehiring them. To be honest, no software engineer in their right mind would ever go back to a company where that was said unless it was for "fuck you money" so the situation just never arises.

Leaving for more money or a different kind of job is not a big deal. That's life and I'd expect a decent transition with work hand-offs and whatnot. No one will be upset about that.

Well it depends.

When we hire someone there is a six months probation period where both parties can terminate the contract without any questions or obligations. This is mainly to make sure that the new members are compatible with the rest.

So when I hire I do so with the knowledge that it might not work out but they won't be blacklisted by the whole company for that reason.

If course if someone would scream at me and curse and storm out I'd likely not want to hire them again, but luckily that's never happened :)

Your approach is probably why your staff won't do this to you!

Sounds like you're actually a decent supervisor, unlike the examples presented in this thread.

I heard that an HR Person was mad at a previous company after I left, and claimed to my old boss I had exaggerated on my LinkedIn Profile to get the new job. I changed careers when I left to be a software developer.

The issue with the strategy wasn’t leaving for a better job, that’s fine. It’s quitting on the spot without notice.

If you've got a reasonable rainy day fund and are already in or willing to move to a tech hub it's probably pretty low risk.

You just quote "total break down in trust" caused by manager in the very polite letter you send.

Why would anyone say anything that incriminating? The reason your manager is incompetent is because his managers like him as such, else they wouldn't have promoted him.

What's wrong with a raise just to keep up with inflation? Are managers really this shallow to not understand cost of living goes up regardless?

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