Leaving a position is hard, but leaving a Team-Leader position is much harder

If you care about your workplace, it is not easy to leave it. You are leaving your colleagues to deal with all the tasks and challenges without you. You are taking your undocumented-knowledge away from the company and some other mixed-emotions issues that we all know.

In a few months I am going to leave my position as a software development team-leader after 6 years in the same place, with 4 years as a team leader in the same team. I am realizing that knowledge-leaving is solvable and social-absence is a familiar situation since childhood, but a deep relationship and strong connection of the team leader with his people cannot be passed, taught or documented in any possible way today.

As an employee I had my share too with leaders switching and leaving. 7 times in the course of 6 years to be exact (!). We all know, as I do, the fear from the new leader’s attitude towards us, our group, and the frustration of again proving ourselves to the new boss.

Why should a leader leaving us be that painful? Why do we have to rebuild again and again a relationship from scratch with our “two-year-replacement-cycle” manager?

HRMS- Human Resources Management System

So there are a lot of systems trying to solve those difficulties. HRMS are widely common with all shapes and sizes, which try different approaches to handle employee retention, tracking personal goals and documenting the human part of the company.

Are those HRMS work? I can’t tell. Haven’t tried.

I’ll be happy to hear your thoughts with the comments below.

Thank you for reading.

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