Whenever an employee resigns, especially a long-term employee in a close-knit organization, the management hierarchy undergoes a sense of shock and trauma. They wonder what they could have done better, how they could have foreseen and prevented it, and why another employer could be more attractive. Yet, as discussed elsewhere on the site, attrition is not always bad.
Sometimes, people and companies evolve to such an extent that it is just time to make a change. Sometimes the employee just does not want to participate in the metamorphosis their company is undergoing, but rather enjoys the way it used to be (ala “But I LIKE Doing That Part Of My Job!”). In fact, this is very common in technology companies that mature and/or begin to adopt an ITSM philosophy, as heroics and personal achievement are devalued in comparison to process and team achievement.
Some company settings are *like* families, but in the end, it’s not a family. A family is family; a company and a job, are in fact, a company and a job. A mission or a profit motive is extremely important, but neither equate to a family. It’s not bad to move on when it’s in the best interests of the company and the employee.
Another consideration, particularly for a technical delivery position in IT, is that there’s a passion for the discipline (e.g., the technology) that far exceeds the business opportunity, the company loyalty, the environment, and even the compensation package. Information technology is addicting; it can provide a unique rush as it is most often a hobby as well as a vocation. Changing jobs can provide a significant level of satisfaction that does not necessarily reflect negatively on the position and employer being vacated.
So in the end, a parting of ways is a chance for reflection, but it’s not necessarily a time of regret, sadness, or blame.