What Would Your Employees Say in a Letter?

by Jun 15, 2017


It’s your favorite employee here. I have a lot on my mind and thought I’d put it in an email. So here it goes.

During my interviews I felt excited about my future here. And during my first few weeks of training everyone seemed nice enough, and my manager seemed to be decent. I thought I might be given the opportunity to really thrive.

But over time, reality has set in and I’ve come to realize this company is like so many others – instead of being focused on people and customers, it’s focused on the bottom line. I thought my ambition and positive attitude would beat the odds, but I can feel myself becoming disengaged.

How can I be invested in a company that isn’t invested in me?

I know, you might say you are invested in me as evidenced by the health care benefits, pet insurance and 401K matching. While I certainly appreciate that stuff, what about the opportunity to learn and grow, collaborate with my peers, and feel valued by my leadership?

What about a culture focused on those core values hanging in the lunch room, and a place that’s open to suggestions for improvement from employees?

Honestly, I am here, waiting for the opportunity to be the best I can be. I want to feel profoundly connected to my work here, and I want to offer you everything I have in every moment of every day. In fact, that’s how people are wired – we are wired to put in our best. It’s just human nature. But the circumstances have to facilitate the opportunity.

Don’t leave me to fight an uphill battle every day to give you my all. Create a culture focused on engagement and positivity, and I promise you I will.


Your Employee

That was a mock letter from one of your employees.

I hate to say it, but unless you are totally focused on building a positive culture, running and responding to engagement surveys, teaching managers how to have collaborative performance conversations, and living your core values, it probably wasn’t that far off.

But don’t take my word for it – put yourself in the position of one of your employees, and write your own mock letter.

Would you be happy with its contents? Or would you be saddened that your employees aren’t being given every opportunity to flourish?

If it’s the former, please send me your letter and let’s get it on my blog! It’ll give us all a chance to see what great companies are doing to help employees thrive!

If it’s the later, consider your options. How can you get a new kind of letter? One that’s more positive?

You might try downloading my ebook on employee engagement. I’ll give you 55 turnkey action items for creating a more engaged workforce.



About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

Do you have formal buddy system in place for your new hires?

New hire buddy systems fail when expectations of buddies are not clear, and agendas aren’t provided, so people don’t really know what to do.

As someone who specializes in coaching abrasive and aggressive leaders, I’ve noticed some patterns. Topics that continue to come up in my coaching sessions time and again. Get this. There are things your organization could be doing that actually facilitate bullying. I...

Resolving Conflict: A Case Study

One of our clients had two employees who were struggling to get along. Both employees were key contributors, and the business owner was desperate for them to resolve their differences. It all started when one employee (I’ll call her Susan) was quick to email out...

Four Steps to Dealing with Difficult People

Difficult people are everywhere. It’s likely you have encountered someone at work who struggles to connect with others in a positive way, whether because they are a downer, a one-upper, a gossip, or other reason. While difficult people come in many forms, they all...

Latest book, SEEKING CIVILITY, is released!

I have just released my latest book, SEEKING CIVILITY: How leaders, managers and HR can create a workplace free of bullying and abusive conduct. I thought I'd throw up a few excerpts for interest: What Bullying Is Bullying is repeated abuse that creates a...

What Diversity, Equity, and Inclusion Really Mean

Diversity, equity, and inclusion (DEI) are essential to creating a positive work environment where employees are happy and thriving. We work with organizations to assess and address any issues related to DEI, and we provide training and resources to help create a...

5 Action Items for Diversity, Equity and Inclusion in the Workplace

Building a healthy workplace where employees feel appreciated and respected requires, among other things, making it diverse and inclusive. It is essential for organizations that want to attract and retain top talent, foster innovation, and stay competitive in today's...

Toxic Work Culture: Three Behaviors That Contribute

Way before working at Civility Partners, I suffered from a toxic work culture. Even though I loved my job, it was very tiring—emotionally, mentally, and physically. The work environment was very unhealthy, and because of that, I made the best decision of my life by...

15 Tiny Habits To Kick Off Your New Year

If you’re anything like me, you kick off your New Year with all the lofty resolutions you can think of. In theory, it’s a great way to be intentional about your future. My problem in checking off those resolutions (and maybe yours, too) is twofold. First, I set...