Time to Go

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With employees moving, resigning, or retiring, Industry Mover (IM) saw an opportunity for growth in the team. The vacancies indicated open positions and IM felt he could very well fit the post he had been coveting. Title and position mattered for IM, even if the salary would be a bit lower than his current post's compensation.

IM was out to prove something. Over the years, IM had to endure the teasing behind his back; he was only in his post because of his connections. Those comments hit IM hard, as he knew he could stand on his merit. His contributions were immeasurable as well and he delivered for the team.

IM sent feelers that he was the right one to handle the leadership of a department given his years of working with many talents. IM was confident that his rich background of experiences could justify him as the best choice. When the decision came out, IM was left in the cold and instructed to focus on his current task. IM said that he wanted a break from that assignment and he could still be a consultant. He was turned down, as he apparently lacked certain credentials for the post.

Disappointed, IM reached out to other opportunities. His effort was not wasted. He received positive responses. In addition to good pay, he was offered a post similar to what he really wanted. IM bid farewell to his former employers, who released him without fuss. No one is indispensable these days and loyalty no longer guarantees rewards.

‘I think that there is never an indispensable leader, you know? I think that there is a time with dignity that one needs to leave.’ — Madeleine Albright

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