Dear Manager,
Hope Yanling Yin, PCC
An award-winning technology executive turned Coach, Speaker, and Advocate for Women In Tech. I partner with global companies and executives to elevate their leadership presence, team cultures, and business growth.
Please do not surprise me during performance review at the year end, I appreciate timely feedback, both positive and constructive, so that I can learn and grow.
It may not be your fault that a new hire earns more than me even though I perform equally or better, but it's your responsibility to ensure the people who stay loyal to the company are equally compensated.
It may not be your fault that the female team members are paid less, but it's your responsibility to make it fair.
It may not be your fault that the company requires "Return to The Office", but it's your responsibility to ensure my performance and bonus are not impacted because I had to take care of my sick parent.
You impact my mental health more than anymore else in the workplace, please treat me as an equal human being. I may forget what you said and what you did, but I will remember what you made me feel forever.
Sincerely,
Your Loyal Employee
p.s. what else would you like to add? (note: these are common behaviors that cause employee disengagement)
Dear Manager, please notice that I stayed calm and got the work done in spite of a crisis, handled a difficult customer with elan, and improved the spirit of the working group. Remember that I worked on the "unsexy" projects with enthusiasm and attention to detail and reward me accordingly for all of these.
This post hits home. Effective people leadership plays a critical role in shaping an employee's mental health and overall engagement. Timely, specific, and actionable feedback—not just at year-end but throughout the year—empowers employees to learn, grow, and feel valued. It's not just about addressing performance gaps but also recognizing and celebrating achievements in real-time. Leaders must also champion fairness and equity, ensuring that loyal team members are compensated and supported equally, regardless of circumstances like caregiving responsibilities or gender disparities. When managers lead with empathy and transparency, they create an environment where employees can thrive mentally and professionally. Mental health isn't just an individual journey—it's deeply influenced by workplace culture and leadership. Let's make sure employees feel heard, respected, and uplifted every step of the way.
Executive Strategist, Problem Solver, Collaborator, and Speaker on the topics of Customer Experience, Analytics & Innovation
2 个月Agree - not only should associates not be surprised during a year-end review, but they should also know everything that's in it. A good people leader should give constructive and positive feedback specific regularly and ideally in real-time. I recall once after a meeting that I thought went well, a senior leader at my firm whom I did not report to at the time, pulled me into an adjacent conference room and gave me immediate feedback about what I could have done better. That shows that he cared about my development. People leaders who only give you feedback at year-end view it as a task to check the box and show that they don't really care about you and your growth.
Data Analytics Consultant
2 个月I needed this today. Thank you for sharing. A lot of folks are getting laid off right now after being told all year that they’re doing a good job. I wish managers would be more transparent about business performance and how it affects us.
Relational Leadership Expert, Instructional Design & Learning Development Specialist, Keynote Speaker and Author
2 个月This is?a clever way to demonstrate how managers can embody courageous leadership while fostering care in the workplace!?