Imagine the following hypothetical scenario. Alice gets a job in finance straight out of college working in a high pressure environment for Bob. Alice works for a year and then resigns due to "irreconcilable differences" with Bob.
- If you were Alice and Bob asks you if you're happy at 6-9 month point, would you raise the issues?
- If you were Alice, would you tell Bob what the issues were after you already resigned?
- If you were Bob, would you expect feedback or just move on?
- If you were Bob, would you think such an incident is a bad sign?
Assuming this is IB, Bob probably doesn't give a shit about Alice. The most (and IMO best) scenario is 1; if Bob asks raise the issues, otherwise don't highlight anything and make sure to avoid Bob-like people at your next job or if they happen again, raise issue with them before resigning.
Fair enough. Here's how I see the 3 points:
to the 'yup, all good' - if Bob asks directly there is no form of anonymous honest feedback. IB is a tough spot and people know that if they complain they can get shit on so asking directly may not always lead to an honest answer. Implementing a form of anonymous feedback or group feedback may help
to the expecting honest feedback - on one hand it relates to the point above but on the other perhaps he should. If Alice is leaving and chances are they won't see each other again, it's a good time to be honest. Maybe Alice fears if she is too honest Bob could be a dick and ruin her career at other firms by not writing letters of recommendations or telling people he knows at those firms she is a bad egg. Unlikely, but some people are very vengeful.
Bob might get worried but again lots of analysts are well paid and the reasons for quitting are varied. If Bob sees that the percentage of HIS analysts resigning is higher than for other VPs or MDs then he should start doing some self-reflection
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