I work in IT, and two incidents over the last couple of days have made me question whether I should stay with my current employer. I overheard a director say that my administrative permissions should be restricted because she didn't trust me. When she realized I was nearby, she softened the comment. I understand that access should match someone's responsibilities, and I'm willing to discuss that, but hearing a serious concern expressed indirectly was unsettling.
The next day, support was unusually quiet, as it often is on Fridays, and I asked HR whether I could help two colleagues prepare for a staff barbecue. Rather than simply answering, HR responded that if I didn't have enough work, they might need to review my responsibilities. I was only asking about helping during a quiet period, not claiming that I had nothing to do overall.
There haven't been previous formal concerns about my performance. I have pushed back on unrealistic expectations in the past and helped resolve several major IT issues, so I'm not sure whether that has contributed to the current attitude. I already have a CTO position under contract elsewhere, but I had planned to stay long enough to honor a promise to a friend and leave a proper handover for the staff who depend on me.
Would you address the comments directly with the director and HR, quietly finish the handover, or leave as soon as possible?
3 Answers
I’d assume the relationship is damaged and make a professional exit plan. Comments from both a director and HR suggest this may not be an isolated misunderstanding, and management could already be building a case to remove you or pressure you into leaving. Since you already have another role secured, confirm your contractual obligations, document your work, prepare a concise handover, and avoid taking unnecessary risks. You can care about the staff without sacrificing your own position.
Before leaving, I’d have one calm, factual conversation with the director. Say that you overheard the concern about trust and want to understand whether there are specific access, performance, or conduct issues you need to address. Don’t argue or speculate about motives; ask for concrete examples and take notes. You could also ask HR to clarify what prompted the workload comment. Their response will tell you whether this is a poorly handled misunderstanding or a broader management problem.
Even if the conversation changes nothing, it gives you a chance to hear their explanation and creates a record that you tried to resolve the issue professionally.
The access issue itself may be legitimate—administrative permissions should be limited and reviewed—but it should be handled openly and based on specific risks, not vague statements about trust. The HR response was also unnecessarily pointed. I’d stop volunteering for extra tasks, keep communication professional, save copies of appropriate work records, and focus on completing only what you’re obligated to do until the new role begins. Don’t burn bridges, but don’t confuse loyalty to coworkers with an obligation to remain in a hostile situation.
A friend who values you should understand that you need to protect your own career and wellbeing. A clean handover is considerate, but it doesn’t require staying indefinitely in a workplace that has decided not to trust you.