I’m sorry this is just a horrible piece of advice. This only works out for people who have utopian management.
You never know what kind of obligations your manager has to deal with that situation. They might be required to send that info up the chain.
I’m also strongly against the slightest implication that the standard two week notice is burning a bridge. It absolutely isn’t. All it takes is one layoff life experience to see why two weeks notice is more than enough courtesy.
> I’m sorry this is just a horrible piece of advice. This only works out for people who have utopian management.
>
> You never know what kind of obligations your manager has to deal with that situation. They might be required to send that info up the chain.
What you're saying is that it might have a negative result. You're ignoring that it might also have a positive result.
It's a trade-off, with the risk that your manager will take an opportunity to sacrifice you to the organisational gods for his own benefit.
You gotta ask yourself, if your manager is willing to throw you to the wolves, why are you still working there? After all, if they are willing to hurt you for simply job-hunting, there's a lot more they would have done to you over the period of your employment.
OTOH, if they've never done you in before, why are you so sure they'll start now? If they have broke your trust before, then sure, you have evidence to support a secretive approach. But if they have never done it before, then all your evidence points to them not doing it now.
To get to be a manager, they must have demonstrated more networking skills than average. I doubt that they are going to pollute their network just for kicks; all the ones I've worked with mostly attempt to expand their network of contacts, not shrink them!
> You never know what kind of obligations your manager has to deal with that situation.
True, I don't. But my managers in the past, when told that I am looking, never sent the info up the chain, even when I knew that they were obligated to.
I've been working now for 24 years; only once in my career did it come as something of a shock to my manager that I had found a new job.
As you pointed out, I am saying there might be at least a remote chance of a negative result.
More importantly, I can’t really put my finger on any kind of potential positive result for the employee.
In my mind if you “do the math” on that situation, there’s no reason to ever reveal your intentions except in extraordinary scenarios. There’s only downside and slim to no upside.
I think what you describe is kind of like betting on red and black at the roulette table. Sure, you’ll get your money back most of the time, but if you ever hit 0 or 00 you’ve gone bust, and you can never do anything besides get your money back. There’s essentially no reason to bet at all.
Also, keep in mind that so many people work for actively terrible management and can’t just instantly rectify that. Not all management comes into power off of merit like you suggest, many are members of the family business or friends of the director/VP. In that scenario, to answer your “why are you still working there?” question, the answer is “to put food on the table.”
You never know what kind of obligations your manager has to deal with that situation. They might be required to send that info up the chain.
I’m also strongly against the slightest implication that the standard two week notice is burning a bridge. It absolutely isn’t. All it takes is one layoff life experience to see why two weeks notice is more than enough courtesy.