To the CEO of the small company that I work for:
I don’t want to appear emotional so I am making the choice to tell you on paper rather than in person. I want you to know that I respect you as the CEO of the company I work for, as the “big boss” and as the one who makes the final decisions. The power differential between you and me is very clear and I want to respect that differential. But we are both human and I want to be honest with you and share some insight with you as to how I currently feel. My words just seem to come out better when I write them down on paper.
I think we can agree to disagree. That having been said, I did not like the way you spoke with me earlier. You may as well have been yelling at me, and in fact, that is my perception of what happened. I dare not speak of the “tone” of your voice lest that be perceived as disrespectful (which is the last thing that I want to have happen.) In fact, you are my boss, which would preclude and imply that you have the right to speak with me in that way, because you are the decision-maker.
But honestly, your conversation at my desk with me made me feel like crap. I understand that you are coming from an emotional place. I understand that you are not happy with how our program is doing, even upset, frustrated, and angry. I know that you probably don’t blame just one person, but somewhere, somehow, someone has to take the blame, regardless. When you were speaking one-on-one with just me, you were probably speaking also to the whole team, when you said that “you have to take responsibility and ownership” of the repapering.
I want you to know that I am doing what I can for the whole team. I am trying! If you want me to do better, than I need you to tell me how I can do better. It was obvious that my statement, “but we haven’t really had a program manager” made you angry, upset, defensive, protective, and possibly even offended. For that I sincerely apologize. It was not my intent to place blame. It was simply the first thing that came to my mind. But if you could just put yourself in my shoes for just one minute, knowing that every single day I strive to do the best that I can in terms of providing excellent, prompt, courteous customer service to our clients, as well as picking up the phone without hesitation every time an advisor calls in order to provide support to them. I answer emails promptly and I follow through on tasks. I struggle every week with staying on top of new referral calls and all of the follow-up calls. When I feel like I’m not making progress and when I am behind on calls, I feel down.
It’s not about whether or not we have a program manager – you are right. However, given that from my perspective I am doing what I can, I need someone else to come in and tell me how I can do my job better. I cannot do that on my own, with no feedback. And my understanding here is that we are all a team, which implies that we support each other. A well-oiled machine only works if all of its parts are working. So here I am asking you, or someone on your team, to show me how to help myself. The whole point of an annual review is so that we can recognize performance as well as seeing how it can improve and setting goals to make that happen.
As you may know, my annual performance review is very important to me. You told me during our conversation that S. is my direct manager and that I should be asking her on how I can improve my performance in preparation for my anniversary, which is coming up in about six months on August 3rd. As I told you today, my repeated requests starting at exactly this time of the year last year went ignored. At first I directed my requests to Sara and then when Jenna came on board I asked her to evaluate my performance in preparation for my annual review. My request landed on deaf ears because they were lost amid everything else that we had going on in the program.
Basically, I am simply trying to convey to you that I am trying. And if my trying isn’t good enough, then I need some direction. I hope that you can also see this letter as an attempt to not only communicate with you, but to let you know that I take my job very seriously, as anyone should. You chose me. You hired me for a reason. I want that reason to shine through. I am not the sort of person who sits back and lets life happen to them. No, I take action. I shape and form my destiny with careful thought, consideration, and planning every step of the way. You chose to hire me, hopefully, out of all of the other individuals whom you interviewed for this position. If you had not hired me, then you wouldn’t be getting this letter from me, because the essence of this letter is who I am and I can’t not be me.