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Should I speak my mind?
I'm really not sure if I should tell my board about the CEO.
I work for a small specialist private sector housing association, who manages properties for elderly home owners. I have been with company for over six years and have achieved a great deal in this time. I was promoted to senior management after my second line manager departed! In order to keep on top of my department and the work flow and to do the best job possible with the resources at my disposal, I have had to work very long hours (many weeks in excess of 62 hours). My team are very supportive and together we have tried to make a difference.
My boss, the chief executive is a very well educated man with a great deal of knowledge of our industry; however he is very methodical, manipulative, controlling and gets involved in every detail however small. He always has to be right. He is vindictive to anyone, including our customers and staff who dare to question him. He is so thick skinned that he wears you down. He is disliked by staff and customers alike. (I know that CEO's are not employed to be liked; however most that I have worked with, have the respect of the majority).
With the agreement of our voluntary Board he has undergone a restructuring process. A new Director has been employed with a PA, my role has been changed. I am now not part of senior management and now spend my time uploading all my knowledge of the company to the new Director and the CEO. I have not long returned from holiday, it was like walking into a baptism of fire, the new Director had gone on leave and for two weeks I had nothing but problems from the CEO. I am unable to take anymore of his attitude towards me and have now resigned. I am currently serving my three months notice and find it hard to converse with the CEO, I suppose I am angry with myself for not making more of a success of the role that I had.
I would like to write publicly to the Board and staff to explain my real reasons for leaving, and the damage to the organisation the CEO is being allowed to inflict. Is this a good idea? Our company policy is to only provide a factual reference. I am not planning on staying in this sector and therefore will not be requesting a personal reference from the CEO. I would welcome any comments or advice.
Comments
Will telling them really help you? Or is this 'revenge' on your part?
If it has no real benefit other than making you feel better and could be detrimental to your career I would just leave it. He'll get his comeuppance in the end!
John - November 9, 2006 2:33 PM
What a dilemma! I really feel for you. Years ago I worked as a lifeguard and was quite seriously bullied by my immediate manager and her group of friends. I have few regrets, one of them being that I didn't pursue the matter, not for personal gain but to stop her making someone else's life a misery! Please make sure that if you do it, you are doing it for the right reasons.
Lynds
Lynds - November 9, 2006 3:56 PM
This is not about anger. It is about doing the right thing, and the right thing is to confront, challenge and deal with incompetence wherever you find it. You've now resigned and that's OK. However, you feel that you owe a debt to an organisation that has enabled you to learn and grow; an organisation which is now being systematically destroyed by the CEO.
On open letter will only be interpreted as 'sour grapes', so you must confront this by dealing directly with key board members with whom you have built up some trust and a good relationship. If that happens to be the chairman, then so much the better, but if not, work out your list of advocates and start talking to them directly; face-to-face. The best you can do is to make them aware of the background to your leaving and the concerns you have for the organisation. If, after that, they choose to do nothing, then at least you've given it your best shot and if nothing else it will be a cathartic cleansing of your conscience.
Charlie - November 9, 2006 11:16 PM
if i was in your shoes, i would have an exit interview. you could then state your opinions in a non-confrontational way and it's then up to the company to take this up and/or keep an eye on the situation. then you can feel easier that you've said your piece without making it sound like anger or sour grapes.
Mo - November 10, 2006 11:35 AM
Oh my god mate, stand up to the guy. He's just an office bully and probably got that way from nobody picking him up about it. If you have reservations about him, say so!!
Nathan - November 15, 2006 3:22 PM
My first thought is: why should you continue to upload anything to your new leadership, as your knowledge is not valued? You no longer owe these jokers anything - let them sort out their own problems.
My second is that I hope you have a record of the CEO's unacceptable behaviour. If you have, you should use it at your exit interview. If you do not, and have to rely on word of mouth, your position is that much weaker.
Finally, have you thought about your legal position? Maybe you have a case for constructive dismissal against your employers.
Duncan - November 17, 2006 4:14 PM
I think suing your soon to be ex employers will definitely label you as a "good riddance" employee. I really feel for you in your situation. I (a little bit like Lyndsay) had a bad experience and never addressed those whom I respected in the organisation, and I have always regretted it.
I think you probably have some good friends in the organisation, and at one time you were happy there. You owe this CEO nothing, but probably should try and improve the lot of those you leave behind.
I would agree with Charlie - if you tell the people you trust who are left behind, exactly why you are leaving the people who matter will hear. What they then choose to do with that information is up to them, but you can walk away with head held high, with a sense of closure.
Joe Mc - November 17, 2006 5:53 PM
Hmm very interesting dilema and I really feel for you having encounterd a similar position afew years ago. If you love the team and the people you work with then perhaps mentioning the reasons why you are leaving are best said to people you trust and feel you owe a reason for why you are leaving. If anything you will gain their respect if not now ten some years down the line. However you have to keep it confidential. Second of all if you have an exit interview make sure you mention your reasons why you are leaving. This is your chance to tell the company in a totally non-confrontational way why you are leaving. However a word of warning choose how you give your answers carefully and make sure you leave on a positive note, this mkes things easier both for you and the people you will be leaving. It will sound like you tried to do the right thing and you will not feel guilty that you left your friends at work in the lurch. keep in touch with the people you care most and if possible see if you can support them when they need you. With regards to the CEO, If nothing has changed his/her attitude till date you saying anything to them will not make a difference. try not to be bitter about it and be confident that you are good at what you do. You really dont want to take this situation and apply it in your new job!
Rakhesh - November 25, 2006 8:59 PM
I feel for you, but wouldnt do anything else, but just leave and put it behind you and find another job where you are respected and appreciated for what work you do. Good luck to you in your next job. carol
carol - November 25, 2006 9:20 PM
I've just left a contract position, early, for similar reasons. The key is to make your point, factually and objectively. Don't let your emotions take over, it's great that your loyalty to the organisation is causing you to feel that you need to make the business aware of the issues you have encountered. Make sure your CV reflects this excellent trait. The problem is no longer yours, and you need to accept what you cannot change; therefore present your case and move on.
I'm going through the tribunal process at the moment, and unless you've actually lost out on earnings (as I have) as a result of resigning I wouldn't bother with the lengthy and bureaucratic system - and keep focused on your long term aims.
Good luck, in whatever you choose to do.
Anth - November 25, 2006 9:46 PM
Hi
First whatever you do you must be true to yourself if your reasons are really for improvement , fairness and honesty then you should speak up but if they are for a vindictive reason then you should think again
pauline - November 26, 2006 12:20 AM
If you have an exit interview this will give you the clue. If you don't get an exit interview then they are almost certainly aware and/or not interested.
In my case I was asked for my input as a senior manager, it was confirmed by the other senior managers, ignored, and we were made redundant within 4 months. This leads me to believe that there was an agenda being pursued of which I was not aware in terms of re-structure or a change of goals.
What I have tried to do is put it behind me and get on with my life, I can't fetch back the last micro second, so I will not be able to turn back the clock.
Bear in mind that the board membes are in their position through ability or achievement and should be aware, if they are not then this points to a deficiency in the board, and if you were on that board are you honest enough to put up your hand, or would you protect yourself?
Graham
Graham W - November 26, 2006 11:16 AM
Like Lynds and Joe was SERIOUSLY bullied by
someone at work. Despite going through the correct proccedure and making ba formal complaint, head office simply buried there head in the sand. Office bullying is rife! Stick up for yourself !!
Rad. - November 26, 2006 8:02 PM
I think you should think carefully on this one. I was in a similar position in a previous role with a completely overbearing and arrogant senior manager. Unfortunately I chose not to do anything directly - he met more than his match and was sacked. The best thing about it was the MD publically apologised after he had left for the error in judgement that saddled us with the muppet! I think that was the best bit of all!
Rebecca - December 14, 2006 6:54 PM
I'm eager to know what you have done as I have read the comments, what you would expect, some say do some say don't - which is why you posted it here in the first place! - I ask as I have been in this position on several occasions with my current employer have kept quite and wondered if I should have done.
CJ - January 31, 2007 9:57 PM