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Anyone working in Pharma industry?
I am currently recruiting for a number of critical roles at START Treatment and Recovery Centers in NYC .
workforcenow.adp.com/mascsr/default/mdf/recruitment/recruitment.html?cid=c58607d4-2b95-4715-834d-b3deab740f49&ccId=19000101_000001&type=JS&lang=en_US
Please feel freeto call me at 718-260-2940 or email at wmohammed@startny.org to discuss these opportinuites.
Pwc ke fyde in this comment thread!!
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You may want to ask yourself…if you’ve shared or witnessed that your superiors are behaving in such a way that don’t reflect the values of the company and they don’t even demand excellence from their staff, what kind of feedback that you give in your exit interview is going to make them change now for the better? Honestly, sounds like a lost cause until a leader with integrity and good character steps up and demands change within the leadership team and they correct their behaviors because it’s currently negatively impacting the team which is derailing morale and not nurturing a culture of safety and accountability. Change like this does take time as well. Just my opinion.
Keep reminding yourself your worth and you will never ever stay somewhere you are not welcomed or valued. Always remember that and you will eventually find a workplace that you will thrive and do well in and they will appreciate you. Don’t settle.
I could have written your post. I was in the same situation but received good advice not to burn bridges by some of the doctors that knew the real reason I was leaving. They can be vindictive and make you non rehireable. They can terminate you before your last day. Also when I received my exit interview, it was not by HR but by one of the leaders I felt was contributing to the problem. I decided to make my exit and my reason for leaving was a job opportunity.
You can add your complaints anonymously to Glassdoor or something like that. Of course, some may say that unless we are honest in the exit interview, nothing will change. But I really think nothing will change regardless.
I would be open and honest. They can't improve if they don't hear the issues of why others leave.
I’m in such a similar situation and it seems like many of us are these days. The best advice I received was to focus on the future and what was best for my career and my family. None of which was to share my reasons for departing or dissatisfaction with executive leadership. Let them see what gap exists after you leave and be thankful they had you while you were there.
Most people say “better opportunity” or something to that effect.
My vote is to professionally tell them that the culture is unwelcoming. It’s not going to change anything for you, as you’re already gone. But it can change things for the future & current employees.
Providers are acutely aware that most issues come from administration. The admins are held to higher standards when it comes to giving negative feedback in a reference call. Most large companies will only verify dates of employment so they can’t get sued.