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What kind of roles pay 200-300k?
Bless you PMs.
I need a career mentor for the tech industry!!!
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Oh I hope your management knows how to deal with this situation. My team had the same and lost 50% within 7 months with incomplete senior management and few currently on sick leaves due to burnout.
Make sure you sync up with your management to set clear responsibilities, expectations and goals. Once you know what that is track your progress and come back with the receipts where you can not only show how you met those but where you exceeded those expectations.
Does any of the work you have taken over come with a higher title than yours? It might be reasonable to ask for it since you are doing the work anyway.
Yes two of the people that left were in a position higher than myself.
Why are so many people leaving? What did exit interviewing reveal? How about later follow-up interviews, after they are safely paid out and can really speak their minds?
A "better oppwcsme along" is a breezy half-truths meant to smooth things over by satisfying incurious minds that don't want to change things. Better opportunities come along all the time. The point is that really happy, engaged, motivated team members don't even give them the time of day.
That they left for "a better opportunity" means:
A) they are not getting the internal mobility that the broader market allows. This problem may be entirely artificial or it may be a real necessary fact, or something in the middle, but either way, it may be very difficult to fix.
B) they left because they don't like somebody (their manager, if all the magazines are to be believed) or otherwise don't feel things are humming along quite as much as you do.
C) they didn't like something the work, working conditions, or something about the broader organization.
Or some combination. In any event, they were clearly open or even actively looking, otherwise, recruiters wouldn't have felt like better opportunities, but so much spam.
It's interesting to me, and I own that you've only provided a summary and also that I don't know you or whatever other measures you or the organization have taken, but it seems like you've decided, rather than trying to improve the shortstaffing situation, to parlay this situation to your own financial benefit. It doesn't sound like you're really interested in the effect it's having on the rest of your team, although, of course you probably are.
My question is: given A, B, C, or a combination, and you looking out for Number One, honestly, why would they stay? $10 says at least one, maybe two, of them were actively looking.
Did you try to help improve their situation at the company or advance their career, in an active, personal, intentional, collaborative way? Did anyone? Did they have a future at their company without their manager's spot opening up? How much are new roles circulated internally before being opened up to the public?
Ooooh. Thanks for the clarification. I hope I didn't sound like tooo much of a d*ck. Rereading, I definitely came across as more accusatory than I really meant to.
I didn't pick up on them being internal transfers. 😬
I was probably partly responding to my last company, where execs, faced with a 8%/month (!) turnover in a 120 person company, were waving it off in public and in private. "Better opportunity," "Job hoppers," "Moneygrubbers," (!) and my favorite, "Disloyal," were the ways they described people who left the company.
Also, sorry about the fat thumbs. 😁 I can't see how to edit a comment after posting it.