“Let’s talk next quarter.”
n
That’s what the manager told him.
n
He was a top performer, consistently delivering results, mentoring others, stepping up when it mattered.
n
All he asked for was a better role and a fair salary.
n
“Let’s talk next quarter,” the manager said.
n
The next quarter came.
nSame line.
n“Just wait a bit longer.”
n
Another quarter passed.
nNow it was: “Just a few more days.”
n
Tired of the waiting, he reached out to HR.
n
They said, “Give us a few days, we’ll get back to you.”
n
Weeks passed. Nothing.
n
He followed up.
nAnd HR replied:
n
“We’ve spoken to your manager. He’ll get back to you soon.”
n
That was it.
n
That was the moment he decided to leave.
n
And suddenly…
nThe manager and HR were calling him.
n
“Why are you quitting?”
n“We were just about to process everything.”
n“Can you give us a little more time?”
n
But the truth is:
n
He had already given them enough time.
n
n
This Happens More Often Than We Admit
n
In large companies, delays are often brushed off as “the process.”
n
But here’s the real problem:
n
When policies take priority over people, your best people leave.
n
Not because of one conversation.
nBut because of ten conversations that went nowhere.
n
n
The Real Reason People Quit? Silence.
n
Data backs this up:
n
- n
- n
A LinkedIn report showed that 94% of employees would stay longer if companies invested in their growth.
n
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Gallup found that over 50% of people who quit said their manager could have prevented it—with timely action.
n
n
n
n
It’s not the “No” that hurts.
nIt’s the no response.
n
n
If You’re the Employee: What Can You Do?
n
Here’s how to handle it when you feel stuck:
n
1. Ask for Clarity, Not Just Promises
n
Don’t settle for “we’ll see.” Ask:
n“What’s the timeline? Who needs to approve this?”
n
2. Document the Conversation
n
Follow up with an email. Not to threaten—just to create clarity.
n
3. Look for Patterns, Not Just Hope
n
If the answer keeps shifting, that’s not a delay—it’s a decision without honesty.
n
4. Know When to Move On
n
If you’ve waited 6–9 months with zero progress, you’re not being valued. You’re being managed out—softly.
n
n
If You’re the Manager or HR: Please Don’t Wait Till They Resign
n
1. Start With Listening
n
When someone asks for a better role, it means they care enough to stay, if things improve.
n
2. Be Honest, Even If It’s a No
n
Most employees don’t expect miracles. They expect truth.
n
3. Review the Process, Not Just the Person
n
If your approvals take months, your system (not your staff) is broken.
n
4. Build a Culture of Timely Recognition
n
Promotions don’t need to wait for appraisal cycles. Gratitude doesn’t need paperwork.
n
n
The Takeaway
n
People rarely leave suddenly.
nThey leave slowly, over time, after every ignored request, every empty promise, every “next quarter.”
n
Speed matters.
nNot just in delivering projects
nBut in responding to people.
n
So ask yourself:
n
Is someone on your team still waiting for you to act?
n
Or have they already made up their mind?