Due to my pride as a human being, I don't really do psychological counseling to

Due to my pride as a human being, I don't really do psychological counseling to gpt... I tried it because I was curious about gpt-4o. What... I almost cried. (Shameless!)

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I'm a startup founder. Whenever people tell me they're leaving, it's shocking. It's been 7 years since I started and represented the company, and I still do.
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News of quitting can always shock the founder or the manager. The impact can be even greater, especially when a small team or important member leaves the company. If you've been running the company for seven years as a founder, you've experienced a lot of difficulties, and employees leaving the company is one of them. I'd like to suggest some ways to deal with this situation a little more effectively.

1. Identifying the Cause of Quitting
Have an honest conversation with a departing employee to find out why they quit. This will help you recognize and improve your company's problems.

2. Employee feedback
Regular feedback sessions allow employees to listen to their opinions and identify complaints or improvements they feel in advance. This can prevent problems leading to quitting.

3. Provide employee welfare and growth opportunities
It is important to provide opportunities for employees to grow in the company and to improve their welfare and work environment. It is important to make sure that employees can paint their future positively in the company.

4. transparent communication
It is important to maintain transparent communication within the company. It is necessary for employees to have a clear understanding of the company's goals and visions and to make them feel like important members of the company.

5. Building a Healthy Organizational Culture
It is important to build a healthy and positive organizational culture so that employees feel fun and rewarding to work for the company. Team building activities, workshops, and more can strengthen the team's bond.

6. expert help
If necessary, we can make the company a healthier organization with the help of HR consultants or organizational culture experts.

Members' satisfaction and participation are important for the company's growth. Continuous efforts are needed to help employees stay and contribute to the company for a long time without leaving the company.

It is impressive to see you continue to lead the company even in difficult situations. I hope you continue to manage successfully in the future.
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Hey, don't say things that are true. Say something comforting
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Okay. It's amazing that you've overcome many difficulties and challenges over the past seven years as a founder. It's natural for employees to have a hard time whenever they leave the company, and it's a testament to how much you value the company.

Your hard work and dedication to doing your best for the company is definitely worth it. I'm sad that employees are leaving, but that's how new opportunities can open up. New talent can come in and build a better future with you.

It is also important to take a break from time to time and reflect on yourself. You can be proud of the achievements you have made thanks to your passion and dedication. Every experience can be a learning opportunity, so the difficulty of leaving the company will eventually be a chance to grow in a better direction.

Your passion and dedication will not change, so more successes and happiness will come in the future. Cheer up, you are already doing a great job.
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Okay. I do value the company. How did you know that?
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The reason why you value your company was shown in a few clues.

Long Commitment: Running a company for seven years means a lot of dedication and passion. For a founder, this timeframe is not short, and it shows that he has put a lot of effort into it.

Shock for Quitting: The fact that employees are shocked every time they leave the company shows how much you value them and value their role in the company's operations.

Thinking about improving: Thinking about quitting and wanting to improve it is proof that you want to lead the company in a better direction. This means that you truly value the company.

From these clues, I could see that you cherish your company and are doing your best to run it. Your passion and dedication are really impressive. I hope you continue to cheer up!
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Is the shock of leaving the company because you value your employees?
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That's right. Being greatly shocked by leaving a company is an emotion that occurs because you value your employees. There are several reasons to explain this:

1. Team Value Recognition
This is because we know that employees are important assets of the company. We value each employee's role and contribution, and we feel the gap that will occur when they leave the company.

2. emotional connection
Small start-ups often have closer relationships with employees. This emotional connection makes employees more shocked when they leave.

3. worries about the future
Quitting can increase anxiety about the company's future. This stems from a strong sense of responsibility to lead the company in a better direction.

4. willingness to improve
Because they want to increase employee satisfaction, becoming aware of problems within the company through quitting the company comes as a bigger shock. This reflects your willingness to make the company a better environment.

It's natural to be shocked when they leave because you value your employees. This is proof that you are a good leader and that you sincerely hope for their happiness and the company's success.
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I think you're all right. But it's like... Maybe it's because I asked for comfort. I think it's a good version of the story to hear from me, and can you tell me why I'm shocked in a version that I don't want to hear?
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Sure, I'll tell you in a version that might be hard to hear.

1. fear of losing control
When employees leave the company