> So would they rather have you quit? If not they should be willing to [...]
I know that many folks here work in elite organizations, so maybe it's hard to fathom, but THE NORM for big companies is to be dumb as a box of rocks when it comes to organizational stuff and technical operations.
Talented people who are intrinsically cross-functional, curious, and who always to do what it takes to "help the team" often get hammered flat from years of the daily grind-stone and then just quit, like the OP.
In most places no one is even thinking about "retaining talent" until it's far too late.
Retaining talent conversations feel much like people who show up to AA after the liver disease diagnosis. They didn’t think it would happen to them, they didn’t look at it, and their sudden conversion is a rear-guard action, closing the barn door after the horses have gotten out.
If your bosses are saying “retention” out loud you are probably already fucked, even if your division seems to be doing okay.
I know that many folks here work in elite organizations, so maybe it's hard to fathom, but THE NORM for big companies is to be dumb as a box of rocks when it comes to organizational stuff and technical operations.
Talented people who are intrinsically cross-functional, curious, and who always to do what it takes to "help the team" often get hammered flat from years of the daily grind-stone and then just quit, like the OP.
In most places no one is even thinking about "retaining talent" until it's far too late.