The real reason why the team leader is discouraging resignation

The Real Reasons a Team Leader Tries to Stop You from Quitting

When an employee says they want to resign, most team leaders follow a very predictable sequence of steps.

Step 1: Gentle Persuasion

The team leader asks why you want to leave. They promise to improve whatever you’re unhappy about and ask you to think it over one more time.

“Let’s take this week to think about it and talk again next Wednesday.”

Step 2: Delaying the Resignation Date

If your intention to leave is still firm at the next meeting, they ask you to push back your resignation date as much as possible.

At this stage, they still don’t request a replacement from HR.

They’re hoping you might change your mind—or that they can try one last time to stop you.

Step 3: The Drinking Session

“Why are you really trying to quit? What do you think is waiting for you out there?”

The tone may turn aggressive.

Or suddenly, they appeal to emotions:

“I’ve never asked you like this before… Just help me out this once, like a brother.”

If you still don’t budge, then comes the final step.

Step 4: Cold Distance

The person who said, “Let’s stay close even after you leave,” suddenly becomes distant the very next day.

From this point on, resignation procedures are handled directly with HR.

The team leader says little more than:

“Make sure the handover document is properly written.”

They assign as much work as possible during your remaining time.

They nitpick the handover document and ask for revisions.

Little by little, the relationship turns cold.

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What Team Leaders Say About Employees Who Leave

Sometimes, it sounds almost like a curse.

There was a junior colleague who moved to a large corporation.

He was smart and got along well with people.

Not long after he left, during a meeting, the team leader said:

“Do you really think he can survive there? Big companies are brutal. With his skills, he won’t last a year.”

Only Negative News Gets Shared

“So-and-so still hasn’t found a job and is just wasting time.”

“That person became an academy instructor—do you think someone at that level will succeed?”

“They said they went to a better company, but now they regret changing jobs.”

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How Some Leaders See Their Team

That team leader eventually became an executive.

Their philosophy of managing people seemed simple:

• This company is the best place you’ll ever work.
• At your level, you’re lucky just to be here.

So stop thinking about leaving and just work harder where you are.

A Different Kind of Leader

Once, a new hire joined with an obviously impressive background.

A senior colleague, feeling sympathetic, said:

“With your resume, isn’t it a waste to work here? Why not try a large corporation?”

That comment made its way up the chain, and the senior colleague was reprimanded.

“Don’t put unnecessary ideas into people’s heads.”

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The Reality

Leaders who genuinely treat their team members as people often get passed over for promotion.

Very few of them become executives.

Many of those human, considerate leaders end up leaving the company themselves around their mid-40s.

On the other hand, those who talk about “family” and “brotherhood” but act differently tend to climb higher.

People who put their own ambition first often say things like:

“This place is the best.”
“There’s nothing out there.”
“That person who left is struggling now.”

But these words are rarely about genuine concern.

They’re tools for managing people.

I hope fewer employees get shaken by words like these.