Two Week Notice Backlash

TPMB4

Quite Involved in Discussions
#11
It is a bridge burning act, whether that bridge survives enough to allow you back over with better pay and conditions it still leaves a certain amount damaged. Good will from the employer, colleagues and perhaps other contacts. As a negotiating tool I see it as very risky. I also think that even if you stay on you should still look for another job. Your employer and colleagues probably expects that you are still looking for a better offer.

I am thinking only of resigning for another job. If it is to pursue say higher education or to go off with an NGO somewhere then perhaps the employer sees things differently. I did that and got a nice watch as a pressie along with a meal out with colleagues and bosses paid for the company (the education not NGO I hasten to add). I never went back but the good will was there and I'd at least get the good references from them.

No, say you are going just go. Might be a cliche about staying and you are on your way out as soon as the employer can replace you but it does happen (legal considerations being accounted for). In the UK there are employment laws which offer a degree of protection but despite them if you follow procedures with the paperwork to back them up you can always get rid of anyone sooner or later. Seen it done.
 
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gpainter

Quite Involved in Discussions
#12
Best way to get a raise is to find a new job and give notice. Not sure if that was what was done but if you stay you have just put yourself in a bad position. On the other hand a lot of people do get cold feet!
 

RCW

Quite Involved in Discussions
#13
In the instance OP gives, I'd really like to hear the Paul Harvey version of "the rest of the story."
1) Employee was bored doing current tasks. The position is doing 'grunt' work so this is understandable. Being a small company, there really isn't a lot of room for promotion.

2) Employee was quitting to take community college computer classes. Employee was not leaving to go to another job.

I feel the employee and management both dropped the ball. It is unknown if the employee ever approached management with the boredom concern prior to dropping the two-week notice bomb. If not, that would liken it to "I'm going to hold my breath till I get my way." Also shame on management if they were aware of the situation and just ignored it. (The Ostrich Management Technique?)
 
H

HPLC_Help

#14
Best way to get a raise is to find a new job and give notice.
I don't know about all industries, but in the biotech sector (particularly in the Boston area, where there are loads of companies) this is definitely true. I even had a boss tell me that if I wanted a raise, I had to go get another offer so that management could top it.

This worked to get me my raise, but it also burned a bridge with the prospective new employer, who was very upset to hear that I wasn't going to take their offer - they could tell I had used them to manipulate my current company. I've seen good jobs posted by them, and I know I can't submit there anymore. (Also - I never actually gave my two week notice; I just told my boss I had another offer that I was willing to take, and he went to his boss who quickly approved a raise. This was while I worked at "The Very Big Corporation," a global employer with strict rules about compensation.)

Personally, if I ever reach a point where I'm ready to give 2 weeks notice, a) I know I'm not staying and b) there is probably nothing the company could do to make me stay.

H_H
 
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Wes Bucey

Quite Involved in Discussions
#15
I've discussed compensation issues many times in the past. Even when there is an ABSOLUTE CEILING on what a company can pay, it's surprising how inventive the company can be in providing "wage equivalents" in perks and bonuses to keep a valued employee without giving a promotion or raise.

Just a short list of such things which can be shuffled off to a different cost center than wages to maintain the fiction of ABSOLUTE CEILING:

  • 100% paid insurance
  • company car or car allowance
  • clothing allowance (cleaning, too)
  • more sick days and personal days
  • paid overtime
  • more vacation days
  • paid schooling/training, fees to take certification tests, paid time and expenses to take tests (travel, food, lodging)
  • association membership fees and dues
  • expenses associated with attending trade shows and expositions to maintain up-to-date industry knowledge
  • child care fees or subsidies
The key is the employee seeking wage increases has to know such things are available and to negotiate for them BEFORE searching for another job just to get a small raise.
 
G

gbcqc

#16
I guess I am confused. I have always turned in a notice before leaving. I asked one time, why do people turn in notices, companies have never gave notices before they walk up and lay people off. (not exact date, just we may have to let some people go sometime in the future). The response was to not burn bridges with the company. If according to reading some of the posts here, I am burning bridges even with a notice, then why give a rat's tail about the notice? :confused::confused::confused:

I know if I don't turn in a notice and just stop showing up, I will burn that bridge to the ground. We fill out forms on employees when they leave and one of the questions is should we consider ever hiring this employee again in the future?

Would like to get the opinions on the burning bridges.
 

Jim Wynne

Staff member
Admin
#17
I guess I am confused. I have always turned in a notice before leaving. I asked one time, why do people turn in notices, companies have never gave notices before they walk up and lay people off. (not exact date, just we may have to let some people go sometime in the future). The response was to not burn bridges with the company. If according to reading some of the posts here, I am burning bridges even with a notice, then why give a rat's tail about the notice? :confused::confused::confused:

I know if I don't turn in a notice and just stop showing up, I will burn that bridge to the ground. We fill out forms on employees when they leave and one of the questions is should we consider ever hiring this employee again in the future?

Would like to get the opinions on the burning bridges.
I can't speak for anyone else, but when I said I consider giving notice to be an act of bridge-burning, I meant it mean that I will always assume that returning to the company will not be an option. I didn't mean that the relationship between me and the company would be irreparably severed for all time. Circumstances change.
 
D

DRAMMAN

#18
I think it depends on the company. My experience is smaller companies are much more sensetive to people who quit. But they are also less likley to lay off people. Large companies have a contual stream of people who quit, layoffs, and rehires so they are less sensitive to it. My tenures at large companies I always saw people being rehired regardless of if they were layed off or quit.
 
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