*From Accountable Leadership And Results Management Training, ALARMT – www.UnwillingToSettle.com
*To: Management
I have completed my application. It is attached for consideration along with my résumé. However, before considering me for employment, I want you to know me and what I am committed to. I also have a few questions for you if you don’t mind.
If I am hired, even though you will compensate me by the hour or with a salary, I feel you are compensating me for the value I bring to the company. With every expense there is an expectation. My wage or salary is an expense and you should have expectations. I have no feelings of entitlement. I have expectations for spending my time. I feel that with every pay check issued and endorsed, we renew our mutual agreement to meet each others expectations.
Once I have all the tools and training necessary to be a full contributor, I expect your management team to hold me fully accountable for meeting performance standards. I also expect your management team to hold EVERYONE equally accountable for meeting performance standards, both management and non-management.
Why am I so adamant about accountability? I am currently employed where managers ignore poor performers. They turn their head on high liability situations. They also consider high seniority or tenure as granting some sort of immunity to any performance improvement plans or discipline. They consider a day of putting out fires to be a successful day, never once considering what started the fire.
Let me share some of the traits of my current employer:
• “There is no trust, even between the levels of leadership.”
• “No one is held accountable.”
• “There are too many politics.”
• “No one is ever placed on a performance improvement plan.”
• “No one is ever placed on a level of discipline.”
• “We have no documented discussions of praise or the company vision.”
• “Our annual performance reviews are rubber stamped and worthless.”
• “There is favoritism and disparate treatment.”
•”The good old boy network is running rampant. A certain group is immune to normal performance standards.”
• “Dismissal is first choice over developing employees.”
• “Good employees that still love their job and this company are resigning, transferring or retiring because of bad bosses and no one does anything.”
• “Gossip is running rampant and is crippling our morale.” (Gossip is defined as anything negative about the company or an employee shared with someone that can’t solve the problem.)
Allowing even one of these to exist shows a lack of leadership. These have also eroded my confidence in the sustainability of our company. I feel our days are numbered. Many great employees and their families are at risk because of a lack of accountability and leadership.
Accountability should apply to every level of an organization and is a basic responsibility of management. If selected, I agree to full accountability. If I ever decide to look elsewhere, I want it to be my choice and not because the lack of accountability and poor management have resulted in layoffs or a closure.
If you are the type of company that believes in equipping and developing all employees AND holding them accountable for results, I would love to be considered for employment.
If I am considered, I request two favors:
1. Please check the manager that I will report to. Please see when the last discussion of improvement needed, expectations, visions of the company, company culture, progress or praise was documented. If it is not recent and regular, please disregard my application. You are not interested in growing and improving.
2. Also, you requested two references on your application. I would also like to request two references. These employees should report to the same manager I will be reporting to. I only have one question for these individuals; do you feel your manager and company are “For You”, “Against You” or “For Themselves”? This will influence my decision if an offer is extended.
There are only two reasons for not addressing performance problems, lack of knowledge and/or accountability. Both of these are your responsibility. Personal development and accountability can make the biggest impact on your bottom line at the least cost. I want to work for a proactive organization.
As you can see, I am not your average prospective employee. I care. I am concerned about American business. My hope is you are not the average employer.
Thank you for your time and I hope to hear from you soon.
Signed,
Prospective Contributor
What are your thoughts? Arrogant? Smart alec? How dare he or she question us? It’s none of their business how we deal with poor performers. They have no authority. They just need to fill out the application. If we hire them they just need to do their work and leave the management up to us.
Or is it; you know, they sure sound confident in their ability, concerned about the business. They did ask some good questions, brought up some good points. I can see why they feel that way. It sounds like they would be a good long term employee, maybe even a management candidate down the road.
What should concern scare you to death more than anything are two items;
1. Could this letter be coming from your company?
2. What if your company missed a committed prospect like this because of your lack of accountability?
What are your thoughts on this letter?
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