The problem with writing or saying too much and flagging issues with your organization is that leaders will just default to considering you to be the problem, especially in instances where they are actually the problem but don't want to own it. And, let's face it, any issues within an organization are issues with leadership. At the end of the day, they're setting the course, and issues fall on their shoulders. But, they're not going to want to accept that, so someone who is flagging issues, whether or not they have a point, will be branded as a problem or "just crazy." Even if others in the organization feel the same way as you, they may join leadership's move to "other" you and push you out as a bootlicking means of their own survival.
This happens all too often, which is why it becomes beneficial to just keep your mouth shut and leave if you're in an organization that handles criticism in this way. Silently hand in your resignation, put it all behind you, and clear that space in your mind as you head for greener pastures. At the end of the day, it's the organization that will suffer through refusal to change and accept feedback.
This topic was hotly debated in this discussion that emerged on a post shared with this online community in which the original poster, an employee, shared screenshots of an email they sent the their employer detailing the reasons for their resignation.
While we applaud the honesty on display here, with almost absolute certainty, their boss didn't even make it to the end, and if they did, they probably just dismissed the resigning worker and their message due to the lengthy and critical message.
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