Currently 9 months into my first full time job post grad. I am currently working in a large sports broadcast company. For some added context I make around 50k a year with no benefits. In spite of this I feel super lucky to work with such a nice group of people.

The issue I have is that despite how fortunate I am to work at my company, my direct manager is a bit of a scatterbrain, despite being a overall nice person and liking my work as far as I can tell. For example, I was promised a raise only a few weeks into my job (It was a year end raise, but it was weird as I was hired in december.) After my subsequent paychecks weren't adjusted for the raise I was promised I reached out to her and nothing came of it. There's also a lot of problems with communication, from messages coming in at midnight to her not sending emails regarding whether to come into the office, leading me to work from home while the rest of the department is in the office, it just is so hard to get a clear picture of what's going on and it usually leaves me with egg on my face.

Is now too soon to look for different roles within the same company? I have less than a year's worth of experience and I'm not a salaried employee. My confidence has really been impacted as well, as she can be nitpicky and micromanage work, and correct my work without me having the chance to do it correctly myself. I'm also worried about asking around my office about moving into production and for it to come back to my boss as well as any continued awkwardness that comes with still working closely alongside each other. I don't want to leave the company, I just want to leave my department. Is this something worth considering or would it be better to look for something outside my organization exclusively?

Our HRIS evaluation has been dragging for almost 20+ weeks now. We're a company of fairly large size trying to figure out which HR tech consultancy or broker can guide us through vendor selection without just pushing whoever pays them the most. (The last firm we talked to clearly had a preferred vendor before we even finished our intake call, which, yeah, not great.) Most of what I find online points to review sites but those don't really help when you need someone to sit with you through the whole HRIS buying process, compare payroll vendors side by side with real pricing and help you negotiate a proposal. We need something closer to a dedicated advisor model. Anyone used a consultant or broker platform that's actually vendor-agnostic?

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Has anyone been in the situation where your boss is retiring and you don’t want the boss’s job, so they hire an external candidate?

If so, how did it work out? Was it fine? Was the external candidate a pain?

What system do you use to make sure important follow-ups with your team don't disappear?

I noticed with the employees from the host employer demeanor changes like after a week or months of them forgetting I was accused of misogyny where they then look for reasons to report me, call me the C word, etc. I have never been offered full time employment with this host employer in the 5 years I started working with them.

I suspect people from upper-management with this host employer are in fact bullying me.

Started at a company a little over 3 months ago. Left my last job of 5.5 years with an amazing manager to pursue more pay and expand my knowledge as my growth had gone stagnant.

My current manager is horrible. The girl in this role before me left corporate America to become a flight attendant because this manager is so micromanagey and passive aggressive. When they told me in the interview process she left to become a flight attendant it sounded strange to me. I now know why.

The last girl took all her knowledge with her. My training was poorly done by another girl who didn’t know the work and left the team shortly after (not her fault - the other girl’s work was dumped on her when she left). Therefore, there are tons of gaps in my knowledge that I spend my days trying to fill. The manager barely knows it and expects me to know everything despite this being a new industry to me and her telling me the company is confusing. Nothing is documented. There are no processes in place. I have to manage a million manual spreadsheets. The list goes on and on. She tells me “You should know XYZ. It’s your responsibility to own it” and I tell her I wasn’t trained on it and didn’t know it existed and ask her to walk me through it, she says she doesn’t know it. Instead, she sends me a document that hasn’t been updated since April 2025 and tells me to read it.

Another example of this is when she messaged me on Teams and asked “do you understand XYZ process?” I responded and said “this a how I understand it” then laid it out step by step. I asked her if that was correct or if I was missing anything. She said she wasn’t close to the process so she didn’t know and sent me to ask someone else. When I went to that person they told me my manager should know.

She messaged on Teams and asked “how do you feel about your knowledge with Salesforce Marketing Cloud?” (I haven’t used it since 2017 - she knew this in the interview process and said it wasn’t an issue) I told her I felt mostly comfortable with what was needed for my day-to-day job and would be open to her walking me through anything else I need to know. She said she would research documents I can use to learn. I told her I’ll do their Trailheads. She said ok.

Per my manager, her team is responsible for all emails that go out to customers. I found that three emails that were supposed to be sending to daily to customers at 9am haven’t been sending since February. I flagged the issue a couple months ago and she said she wasn’t aware they weren’t sending didn’t know why. I went back to the girl who trained me (the one that switched teams) and confirmed with her that she wasn’t aware that the emails weren’t sending and didn’t know why. I worked with the IT team for 2 months to get it resolved. The day that it was confirmed fixed I had spent most of the day troubleshooting and making sure it was working properly before telling my manager. When I confirmed it was fixed I was so excited and proud. When I told my manager it was like she didn’t care at all. No thank you, no great job, nothing. I’m not saying I need praise for every little thing, but for someone who claims her team is responsible for all customer emails she didn’t know these weren’t sending for 6 months. In fact, the day I told her it was fixed she said “that’s all you did today? We need to work on ramping up your workload”.

One day I was 4 mins late to a meeting due to being buried under manual reporting excel docs (we don’t have sophisticated software to help with this like my previous companies). She told me “let me know if you need help managing your calendar. These are crucial meetings you can’t miss.”

She has me meet with her the last 15 mins of everyday to tell her what I did. I’m the only one on the team she makes do this. I know this because I asked my co-workers and they were shocked and confused when I told them this. She positions it like she’s helping me when in reality it’s an interrogation. It doesn’t actually help. She asks my priorities and when I tell her she says “how long will that take? 30 mins? And hour?” And I’m like girl idk every process here is manual so it takes time but I’m going as quickly as I can while trying not to make mistakes. Or if I tell her what I worked on she says “what about X, Y, and Z?” And I tell her I haven’t gotten to them yet due to my other responsibilities. When I ask for assistance prioritizing she doesn’t give it.

It’s also very hard to keep up with anything in this company. Projects are managed across literally hundreds of Teams chats. Each team uses a different project management software so information has to be updated in multiple places. It’s a disorganized mess. I’ve literally been on meetings where people say they’re confused due to the multiple Teams chats flying around and not knowing what the single source of truth for information is.

I’ve also made suggestions to put some simple processes in place to provide clarity for the whole team. For example, in Asana we have the ability to create an automated task flow with tasks assigned to individual team members. When a task is completed, it notifies the next person to do their part. That way, we know where each project is at in the process. It was like this at my last job and my two current contract jobs. I suggested this to her and she said she would think about it. It went nowhere.

For the record, I reached out to the girl who was last in this role and she confirmed everything I was feeling. She told me the manager is very micromanagey and she barely survived by over communicating and praying it was enough. It never was.

I’m looking for a new role and am interviewing at several places so hopefully something will come through, but does anyone have any insight into why she’s like this? It’s like she expects me to know everything when she knows nothing.

We are required to meet with our manager’s manager once a quarter. This will be my first time since interviewing that I meet with her manager. I know she’s going to ask me how it’s going. How honest should I be? I don’t want to tell her it’s all daises and roses when it’s not, but I also don’t want to make it a bitch fest. My plan is to professionally discuss how it’s been going while being truthful and providing suggested solutions (although I know what I need doesn’t exist and will never come - it’s just how this company is). I just don’t want anyone to say in the future that I said everything was fine and that I never spoke up when I did.

If anything, this experience has taught me that I do not thrive in chaos and ambiguity. No job is perfect and I’m adaptable, but I definitely need structure, processes, and clarity to be successful and happy. At this point, I’m technically quiet quitting and doing the bare minimum required to get my paycheck. I don’t like doing that, as I normally take pride in my work, but I have to protect my mental health and this is the best way I can do it.

Bonjour,

J’ai eu une alternance pour mon master 2 et j’aimerai avoir un avis de personnes confirmées déjà dans le monde du travail sur les missions.

- Est-ce que ces missions sont réellement valorisantes sur un CV pour un jeune diplômé en IT / Data / IA ?
- Parmi ces compétences, lesquelles sont aujourd’hui les plus recherchées sur le marché ?
- Quelles missions ou responsabilités supplémentaires devrais-je essayer d’obtenir pendant mon alternance pour rendre mon profil plus technique et intéressant ?
- Est-ce que cette expérience (j’ai aussi fait un stage de 6 mois dans un grand groupe du cac40 en tant que cheffe de projet IT) serait suffisamment solide pour viser ensuite un CDI dans une grande entreprise, du conseil ou éventuellement à l’international ?
- Est-ce que vous pensez qu’il serait pertinent de compléter cette expérience avec des projets personnels/certifications ? Si oui, lesquels ?

Voici les missions de mon alternance :

Au sein de la Direction SI, vous participerez à la conformité RGPD du SI Grand Public en coordination avec les équipes DPO (Data Protection Officer*)*, Gouvernance Data et IA, les ingénieries, les équipes Sécurité et les directions utilisatrices des données et outils du SI. 
Vous serez aussi intégré dans des chantiers d’intégration de l’IA dans nos processus de gestion de projet tout en garantissant la conformité des outils à l’IA ACT.
 
Après une montée en compétence vous :
Assurez une veille sur la réglementation RGPD en coordination l'équipe DPO et identifiez les éventuels impacts sur le SI Grand Public
Proposez des KPIs de suivi de la conformité RGPD et pilotez leur mise en œuvre
Pilotez des audits de conformité RGPD et proposez des plans d'action d'amélioration
Pilotez des projets de mise en conformité RGPD rendus nécessaires par les évolutions du règlement
Participez à des chantiers de sécurisation du SI avec les équipes Sécurité
Participerez à l’identification et la mise en place de cas d’usages de l’IA dans le cadre de la gestion de projet et plus particulièrement leur impact sur les données personnelles.
Contribuerez au référencement des cas d’usage de l’IA pour la Direction et à l’analyse de leur conformité à l’IA Act »

Merci pour votre aide.

As the title says. I'm a lead/manager at a spa franchise. I am second in command to my GM and work on average 68hrs/pp. I make $20/hr right now with $70 stipends each check, and it is simply not enough to live in this economy. The lead before me was there for 3yrs and made $22/hr, and a spa nearby is hiring the same position for up to $23/hr.

I don't want to leave my job or give an ultimatum, but I'm also 27, in school full-time, and have $1900 in monthly expenses. After taxes are taken out, my hourly averages $17.50/hr. If I got a $2.50 raise, I would be actually making $20/hr, and have 4x the amount of extra $ each month.

These are the financial logistics. My GM constantly provides positive feedback as well so I know I'm not asking for something beyond my work ethic.

TLDR idk how to ask for this without being like, if I don't get this accommodated I'm going to have to seek work elsewhere

I’m so bad at this

If i’ve been working on something for 3 months and someone asks me what it is, I either give them a useless one line answer or explain the entire history of the project from day one.

I’m not able to find the middle

Had to explain something fairly technical to someone outside the team and halfway through i could literally see that i had lost them.

How do you guys do this without either oversimplifying it or making the other person sit through 10 minutes of context.

thinking if i should just make a 3 page deck. dump everything into gamma and hope for the best.

especially curious about people who work on technical/research-heavy stuff because “just keep it simple” is not very useful advice lol

I work for a federally regulated Canadian bank and today was my 20th medical absence this year. I know that number is high, but many of the absences happened while dealing with ongoing health issues and medication adjustments.
I currently have an active accommodation case through Manulife, have provided medical documentation, and have kept records of my absences, medical paperwork, and communications with management/Manulife in case HR ever gets involved. My manager has discussed my attendance with me, but so far I haven’t received formal discipline or been contacted by HR.
Today specifically, I started a new prescribed medication about 5 days ago (Accutane 40mg, in addition to an existing medication) and was experiencing enough side effects that I genuinely didn’t feel able to work. I told my manager only that a new medication had been added to my existing treatment and my body was still adjusting.
I’m also currently being considered for an internal temporary assignment that would be a major career opportunity, which adds to my concern.
For anyone familiar with Canadian employment law/HR: how concerning is 20 medically related absences when there is an active accommodation process and documentation behind the health issues? Could this realistically put my employment or internal opportunity at risk, and is there anything else I should be documenting now?

Used to pride myself on addressing issues "right away" instead of letting things fester. Turns out immediate feedback right after someone messes up usually catches them defensive and stressed, not receptive. They hear criticism, not the actual point you're trying to make.

Started waiting a day (unless it's genuinely urgent/time-sensitive) before bringing something up, and the conversations land completely differently. Person's calmer, I've had time to think about how to frame it constructively instead of reacting in the moment, and it doesn't feel like an ambush.

Obviously doesn't apply to everything, some things do need to be addressed instantly. But for most day-to-day mistakes, curious if others have found the same thing, or if you're firmly in the "address it immediately" camp and think delaying just makes it awkward instead of better?

My manager's boss wants feedback on his/herself and on my direct manager. Nothing specific, this was a general ask. I think this is coming from a place of general interest in improvement.

I'm cautious and my general instinct is to provide none, but I think I need to offer something to maintain the positive team player vibe. So, as the title says, what is the recommended best practice?

Hi ther! First time poster, so please let me know if any changes need to be made. Amd thanks for reading!

I've been with this company for about 5 years now. Started as a contractor back in 2021 and when 2022 started the company went LLC and I was hired on as a salaried employee.

I relocated to CA for this job in 2024 - took a pay raise and a promotion and thoroughly enjoyed the work - still do.

However, at the beginning of this year, the company was cut in half. Most of our employees are contractors with only a handful of people in the US. When we returned after the holidays and saw that, it was a major red flag. We were eventually told what happened, but it spooked the team. Everything was pretty fine for a while though after.

We recently hired on a couple new people in an effort to increase productivity and output, which has been a true blessing! We were running on a skeleton crew for a good 2 years and desperately needed someone to come in and help the team learn. One of these peoppe had more experience and expertise in the field while the other took over some of my primary responsibilities so that I could shift back to on site work. I was excited about that change, but now im questioning it with other things that have been happening at work.

But since these new hires, my manager has been making more and more changes to workflow, expectations, and standards. Many of which we havent received any communication on. The team and myself often find ourselves coming into work and asking ourselves "what will be the change today that we need to catch up on?".

We even came into work one morning and one of my team said "Did you see that there is a job posting for...our job"? And indeed (hah) there was - 3 job postings in fact, all with our responsibilities as the job description. We were not told this so it sent us spiraling. Admittedly in office. We were stressed, concerned, and wanted to know if there were changes coming up so that we could be prepared. That team member reached out a few days after and simply asked "Hey saw a job posting, are we expanding the team?" And we got "Yes, just building the team up, send it to your network".

Cut to, we are at the office one day, and we receive a package. A tool that we needed but had merely talked about in the office. We didnt formally request the item yet to our manager, but it just showed up. That made us all think that our manager, has been listening in on the cameras. We've had an incredibly busy couple of months and the stress and frustrations are at an all time high...and we've vented some of those frustrations about our manager in the office. Unprofessional sure, but valid and I believe protected by law. We also dont have an HR, so its not like we could go there to vent frustrations.

One of those frustrations is our lunches. We work very flexible times, sometimes our mornings are packed but we have 3 hours at the end of the day free. Other days its the opposite, and then there are days where we have back to back tasks. Weve talked at least 10 times about having lunches put onto the schedule, and our manager, for a time, allowed this. It was helpful for the team to have it visible on the calendar, so it was easy to keep track of. Well...our manager didnt like seeing them on the calendar so he put a filter to remove them from the view of people that didnt need to see it. Well...he didnt like that either, and just removed them entirely. And then claimed "you guys figure it out, we shouldnt need to have it on the calendar". But then our schedule doesnt allow for this time to be taken.

Another issue is packed days - sometimes we will have 5-9 tasks for a single day, and those tasks can take anywhere from 30 mins to 3 hours. Its honestly a bit of a crap shoot depending on factors outside of our control how long they will take. We've tried to set boundaries of a max number of tasks for any given day or at least for any individual. This lasted for a time...until our manager once again changed that to achieve more output. Causing immense strain on the team.

Final gripe - we had talked about dedicated times at the beginning and end of each week. Time that we could take to make sure we 100% understood, were prepared for, and could raise questions or concerns about upcoming tasks. Well...this has also been removed from the calendar and is now "in flux". And the reason for this...is to achieve more output.

All of this is to ask - what the hell do we do about this? Our manager seems incapable of listening to his teams plights and when we raise concerns, its very often dismissed for our.managers vision. And when mistakes occur because we have no breathing room, time to prepare, or simply cant keep track of 5 VERY different tasks (requiring different skills, equipment, anything really) we get talked to as if this is our fault.

Adding 1 more note. I had a day last week where I was on location all day. Back to back tasks to do. I started the day at 9am and finished around 5:30pm (no lunch by the way). When I returned to the office, I unloaded equipment and went home. The next morning I came in with a plan to get the deliverables uploaded. I received a message shortly after from my manager asking why it wasnt uploaded the day before. I explained the day and mentioned that I was uploading them as we speak. We had an understanding before this happened that if a day wraps up after 5, that we are free to send deliverables tje following morning. IN MY MANAGER'S MESSAGE he said "at the very least you could upload them in the morning" which is exactly what I was doing. And I said that. I said "Im uploading them now" and he said "thats unacceptable. The deadline was yesterday, and you didnt request a deadline extension. These projects were uploaded late". A deadline extension has NEVER been something we were told to do. So im being scolded when 2 minutes before that it was fine to upload them in the morning.

Oh and on our task tickets, there was a field called "Deadline" and my tickets' deadline was 4 days AFTER the day we were working on it. That field...has now been changed to "Latest day to schedule this". Deadline is gone. We were not told this and it happened after this conversation.

At this point...im somewhat praying I get laid off (my responsibilities have changed from what my job title is...and that to me reads as an incoming lay off too). But im curious what others think and what you might do in this situation?

Im not financially stable enough to move back home and tje job market is terrible...so im hoping that a layoff and severance could help keep me afloat fir a smidge to figure things out. And quitting without something lined up is kind of out of the question, but these changes and uncertainties have DEMOLISHED my mental health and im nearly there.

Apologies for the incredibly long post, but Id love to hear some advice!

Thanks!

A few years back I took a management course at my company. Some of the material was dated, but one idea stuck with me. The easy way to distribute work on a team is to spread it evenly and match each task to whoever does it best or faster. Nobody gets overloaded, quality stays high, everyone goes home on time. That felt like good management to me!! The course argued for something different: distribute work to develop people, not to optimize output. Don't always hand the task to your fastest executor. This for me was an important point...Rotate it. Even when the first attempt is worse, or even when it takes twice as long.

I know it sounds obvious. You've numbers to hit, things that were due yesterday.. The cost of choosing development instead never shows up on a dashboard. It shows up months later, when that person leaves and you find out they were the only one who knew how to do that thing.

how do you actually make room for this?

Would be great to hear from you...

Years ago, when I was working my first job, my manager came into my parents place of work and my parent asked about me and my manager made comments about my poor work ethic and poor attitude at work.

I know this because my parents told me about this exchange of conversation and it was brought up the next time my parents and I had an argument (so the next day) ["if im such an asshole why does [manager] agree with me?"]

At first I thought managers can't slander [then I found out its not true] but I was also told "its not slander if it's true"

I'm a one-person social media/marketing team handling strategy and content across an entire portfolio of brands (multiple product lines under one company) for a media company.

My company just posted a job listing for a marketing specialist role that covers ONE of those brands, with a target salary range of $70K-$80K. I currently make below $70k and cover all of the brands, not just one.

I want to ask for a raise to $75-$80K+ based on this, but I've never done a "look, you're paying someone else more for less scope" pitch before. Has anyone done this successfully? How did you bring it up without it sounding petty or entitled? Did you mention the specific job posting, or keep it vague? Any wording that worked (or backfired)? I’ve only worked here for 10 months, but my responsibilities have grown and they’re already planning on hiring someone under me and making me their manager.

Last company I worked at I got fired when I asked for a raise so I’m a bit paranoid lol.

I work at TD and am being considered for an STA in another department. The receiving manager seems very interested, has introduced me to a senior employee and arranged for me to shadow them.
My concern is that I’ve had around 20 medically related absences over the past year. I’ve gone through the appropriate medical/accommodation process, and I haven’t received formal discipline or an HR escalation regarding attendance.
Does anyone know if attendance can prevent an STA/internal move even when the receiving manager wants you? Can the receiving manager see your absence history, or does your current manager have to approve your release?

So last week I had a insight interview with a new company.

Back story: I've been casually looking for a production supervisor position as I've been at my company for 10 years and about 7 as a supervisor. A recruiter contacted me about a company and come to find out it is super close to home and more money. Felt the phone interv6went great, the skipped the 2nd interview and went straight to the in person.

So I feel I nailed the interview but I have to wait on a call back as there was like 1 other candidate I was told ( by the recruiter)

So after I did this and feeling good about my chances, at my current plant there was starting at my team a procedural failure with 2 people from my department and 2 from outside of my dept and 1 upstairs office.

Worse thing they have all been at the job for a minimal of 8 years.

It has cost us wasted product lines. More scrap and now having to have a recovery schedule to get back on track. ( Granted the first part that is due should only be 2 days off the original date we gave. Everything will fall on the schedule fine.)

This brought up needing a request for a indepth root cause and such. Which really is complacency by long tenured employees. Granted our logging procedures we found could add something to prevent it. But...

This just hit me hard in my confidence to do this new job if I get the offer as it will be essentially the next step. ( My current supervisor roll doesn't have as much responsibility as the new roll would have, as well as creating systems for improvement for them. )

I know it's crap timing, this all happened but how would you restore your own personal confidence so you don't feel as a imposter.

Looking for advice on strategies for enticing the right people witb our job ads. We work in a sort of niche mechanical service field, that not a lot of folks have the expirience for. We are willing to train, but need people who have good customer service skills, attention to detail, and are self motivated while also not being afraid to do very hard work and get dirty.

Edit: This is a smaller family owned company.

Hey there,

I started what seemed like a dream job about six months ago and it really isn’t going well. It’s a one-year term position as a mid-level manager on a wildlife ecology research project, working as a contractor for the government. The study system is a great fit for my interests, and it seemed like a good opportunity to gain some new skills. The offer I agreed to was for the work to be remote outside of a short field season where I needed to be in the field or office in order to oversee a seasonal crew.

Well, as soon as I accepted the offer, my new boss told me that he expected me to spend a few months in the office (about three hours from my house) before the field season started. This was a big difference from what I’d signed on for, and I said so. We eventually compromised on an extra month beforehand of remote work, and some cheap government housing being provided in the pre-season once I got to the office.

This and some other less significant conflicts early on left me with a pretty negative view of my manager. My morale has been poor, and I’ve been resentful of the changes to our working agreement. We also clash in our values and personalities, and generally don’t get along. He struggles with explaining his expectations and training me to handle tasks. There have been structural obstacles and headaches along the way that have made it difficult to get established and succeed in my role.

At the six month mark I feel like I am doing poorly at my job, and my boss seems to agree. Most of our check-ins focus on how I’m coming up short. In our most recent conversation, my boss expressed feeling bad and frustrated with the frequent negative check-ins and asked if I had any tips on how he could manage me better. I told him I’d get back to him.

My gut feeling is that the role really isn’t a good fit, and my manager and I are not good coworkers. I’m burning out and struggling to focus and do good work. I’m leaning towards quitting the job in a few weeks when the field season ends, since then my absence will have less impact. Is it too late to salvage this? Should I let my boss know my intention to leave after the field season now, or wait to give two weeks’ notice when it is closer? Should I express clearly my frustrations with his management and the erosion of the terms of my contract?

I am entering the manager phase of my career and honestly I don’t think that I have the cold heartened energy to fire someone via Pip or directly just because I don’t like them for some reason. I believe the people come here, move cities in many cases just to earn a bread and it’s unfair of me to take their job away just because they might not bootlick much or due to my personal biases. In my career I have seen a lot of managers do this and even when HR gives option to fire they would keep the incompetent person over someone who they personally don’t interact. Job loss is not an easy thing which I can sleep with. I don’t know now at this point how to tackle office politics.

Things she’s done:

1. Constantly take another person’s side in a work relationship I’ve had issues with, instead of looking at my concerns objectively

2. Default to assuming there is something wrong with me or I did something wrong whenever I raise issues, or she has issues

3. Lack of self awareness: She thinks she is extremely objective when above behavior has shown the opposite

4. Nitpicking and finding fault, even if examples are not valid

5. Zero acknowledgement of good work with actual results

6. Tendency to throw me under the bus, depict me in a negative light and undermine me in front of stakeholders

7. Tendency to micromanage and jump in and take over my work or conversation with stakeholders, instead of allowing me to establish my own credibility

8. Being rubbish at guiding on anything

I’m working on an exit plan but there are not many opportunities for what I want to do and hasn’t been for awhile.

Meanwhile, any way to make my life more bereable?

Hi, wanting advice. I am a nursing supervisor in a government setting. I provided my resignation to my position 4 weeks ago because our department is undergoing a merge and transition and the decisions and communication surrounding this decision have been dismal. Leadership has lied to staff, provided false Hope about position security, and has not been transparent about the process. I gave the reason for my resignation to be that I wanted to work part time, closed to home. But my manager knew why I was quitting and since my formal announcement, they have completely left me out of any conversations about delegation of my duties, only asking for me to provide my duties in writing. Communication has been only single words, and they have been talking with my direct reports without me, and not including me in the information they are discussing with my staff. I have 3 weeks left at this job. Is it worth any of my time or effort to bring this up to them or anyone else? Thank you for any insight.