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How to Quit Your Boring Corporate Job and Successfully Launch Your Own Business

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Sometimes, when we study hard and get some sort of opportunities in respect to salary packages, positions, and safe future, we drive our self to that corporate life but with the time, you start feeling that it’s not your cup of tea.

You start thinking that you should do business rather than the boring corporate job and probably, that’s the reason you are on this page and reading this article. Quitting your boring corporate career is always a difficult thing to do; either you are 21 years old young guy or you are 45 years old man having 2 kids.

A 21 year old has to look for his own pocket money, needs to complete his family demands or have many questions for their future whereas a 45 year old guy has to look after their family, kids and saving plans for the future of his family.

In both the cases, quitting the job is very tough but if you follow the way I did for quitting my boring corporate career then you will be in a better position to successfully launch your own business.

“I knew that if I failed I wouldn’t regret that, but I knew the one thing I might regret is not trying.” – Jeff Bezos

If you are in your 20s, you should not worry about money. Your primary focus to learn about is the relationship. Yes! Build relationships. Every person has a few comfortable friends in their life but doesn’t stick to them! Go and meet new people, someone older or wiser.

Connect yourself to the industry peoples, don’t drag yourself directly into business. Know the more wealthiest guy in your community and take your time for picking a decision. This is what I personally did in my life and achieved the taste of success.

Secondly, my focus was to keep myself engaged with novels, biographies and keep learning from them. Don’t stop reading, learning, asking questions and challenging yourself.

When you leave your corporate job, you leave your monthly salary. Now, you are in the business where you have to invest, wait and watch, keep hustling, no office time and keep learning from your failures. Most importantly, you have to follow your passion and never quit once you are in.

Question yourself

Yes, Ask Yourself! Do you want to quit the job or do you need to quit the job? There is always a difference in these two and you need to keep yourself straight and forward about your thinking.

If you are bored from your corporate job, start preparing yourself for launching your own business. There is a timeframe for everything. Don’t quit the job just because you have motivation or an idea to start the business. Sometimes, an idea is not enough and you need to have proper plan/knowledge for proceeding with business.

Here are 4 questions to ask yourself before you make the decision to leave:

1. Are you ready to live without money for 2-3 years?

You might have a good investment for now but with the launching and for carrying out this business, you may not have a sufficient balance for your daily life. Are you ready to give your time and money for the next 2-3 years at least? A job could provide you sustained income but that’s not true with a startup. It’s not about money only, you might not be able to find time for your family. are you ready for that?

2. Any evidence or proof that you could trust in your business idea?

If you are bringing something new to the market, what’s your Unique Selling Point (USP) and how will you market your service or product? Do you have any sort of evidence or proof that your idea or business will fly up high?

3. What if some sort of obstacle comes your way and doesn’t get solved?

While doing business, we start facing problems within or outside the market. We start competing for the market. It might be possible that they can provide some better packages in terms of price or service so what would you do? What would you do if you face any legal issues? Are you the person who loves to solve the problems?

If you are honest and have paused in answering these questions, then think about looking for a different job which is fascinating or interesting than starting a business.

“Problems are not stop signs, they are guidelines.” – Robert Schuller

4. What should you do before quitting your job?

There is a word “Time Management”. Whenever you start doing more than 2 things, you need to manage the time accordingly. You need to increase your work efficiency, start working on your idea till late night and get as many pros and cons as much you can.

Start meeting new and wiser people, communicating with them and start making a relationship. Sometimes, your connection with them is more than enough for running your startup.

While planning for launching your own startup, think about:

  • What to do?
  • When to do?
  • How to do?

Start making short goals, achieve them and then admire by gifting something to yourself. Short goals will lead you to fulfill your dream.  Make your daily tasks, complete them and then go for the next one. Once you are 100% sure about your working plan, leave the corporate boring job and start hustling into the business world.

This is what I did for myself and that’s why I recommended you to look at these things. My motto was not here to demotivate or motivate you but to keep you straight with the points.

What is your experience from leaving your corporate job to starting your own business? Please leave your thoughts below!

Image courtesy of Twenty20.com

Jitendra Vaswani is a professional blogger, speaker and an influential digital marketer. He is the founder of Internet Marketing blog BloggersIdeas.com & Product Founder SchemaNinja.com.  He had worked with leading companies like Zopper, Firstcry and Payoneer and helped them establish a formidable online reach. He started with his entrepreneurial journey with his famous blog: BloggersIdeas which  is about Blogging, Digital Media and Technology. The blog became an instant success and Jitendra went on to establish his own Digital Marketing Agency called DigiExe. Through his first book : Inside A Hustler’s Brain : In Pursuit of Financial Freedom, he wants to help people take action in their life and bring change in people's mindset.

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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

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What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

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9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

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  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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