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