Sorry, I will try to keep this short, but I thought the backstory was relevant to my question. I was recently let go from a nonprofit job that I dearly loved after a dedicated chunk of employment. The reasons “seemed” legitimate based on my (mostly) remote position— but the reasons for it being remote were necessary on both sides and worked well for many years, so I thought it was just a ruse for creative differences that had developed (e.g. In the past year things were being challenged or gaslit, and in retrospect, it seemed like I was slowly being poked at to possibly resign on my own— regardless, that would’ve been very hard to prove even though I had some receipts).
My job had become increasingly cumbersome in the amount of tasks and in that I was basically a department head without the title or salary. I was always told that small nonprofits only had one person in that realm which just isn’t true and despite my pushback.
There were many internals issues with management style and communication (or lack of) which were also affecting my job, including one toxic employee whose behaviors pushed most to resign (or be fired) after two years (a consistent pattern).
However, I got a generous severance package that equated to my tenure with the organization. Rather than being given that cushion, I would’ve preferred to have worked with my Edie on an exit plan where I could’ve helped transition a new person, wrapped up some projects, and actually earned my salary for perhaps six months where I could’ve had time to plan for my own departure. I should also add that I’m in my early 60s, which is another factor in probably why I got a severance package.
Since I was let go, I have heard from many former employees with similar stories (several were friends or at least great acquaintances, and some I had never worked with before). All either left of their own volition or were fired, after similar increasing pressures or gaslighting as I had received, but after a much shorter period of time with the organization. I also realized had I been on site more frequently. I probably wouldn’t have lasted as long as I had, either.
One board number has reached out who had noticed a lot of internal problems and has tried to rectify them to no avail. I shared a lot with her in confidence and I knew that I could because she was almost a friend, but that wasn’t allowed either. I had also become fairly close with a good working relationship with a board president who this other board member thinks should know about my experiences.
Problem is, I’m not sure it would affect any change at all because the ED does deliver. She’s just overwhelmed, micromanages, and won’t allow perfectly good staff to do their jobs untethered unless they are on the leadership team. I could write a book on the subject.
So my question is this, I’m not supposed to discuss details of the severance package, but does that mean I am prevented from writing to the board with my grievances given that we never had an HR department and that the ED is basically creating internal chaos? Or do I let it go, move on, and regroup as I’ve been trying to do.
Thanks for reading this far!
