昨天收到他所谓的meeting recap，真的气死了。已经在找工作了，但咽不下这口气， 如何反驳。 1. Ongoing defensiveness in response to questions or challenges. This has been perceived as a sign of mistrust and contributes to visible tension between us in group settings. You shared that my interactions with you have also felt defensive, further escalating friction, and has been noticed by others. 2.You ask for complete honesty from me, but that level of openness hasn’t been reciprocated—and it’s starting to feel one-sided. 3. It’s hard not to notice that when I share an idea, it’s often met with hesitation—yet the same suggestion from someone else is readily accepted. When this happens repeatedly, it starts to feel like my contributions aren’t being taken seriously, and it makes me question whether you truly see me as someone you can trust to lead. 4.Role clarity - You expressed a desire to learn and develop in the xx functions, which is not a part of your role. There may be an opportunity in a year’s time. 5.As xx is not a part of your role, there is no additional bonus structure available over the current Director role. A defined bonus plan will be provided by HR when complete. At the end of the meeting, I offered several opportunities for you to open any dialogue or share feedback, with HR present to ensure a supportive and balanced environment. You chose not to raise anything, stating that you wanted to move on. Before we wrapped up, I made it clear to you that this would be the final opportunity to revisit any unresolved issues. That offer was declined, and we agreed not to return to these matters moving forward.
我打算回复 I acknowledge receipt of the document. Following our recent meeting, I’ve taken time to reflect and want to reaffirm my commitment to supporting the team and its goals. Regarding the comments outlined, based on my records and understanding, some aspects do not align with my experience and recollection of the events. For context, I was promoted just three weeks ago after leadership evaluations. Although the promotion announcement was delayed after I raised concerns about the way you communicate with me, I believe the promotion itself reflects the performance I have consistently demonstrated, and I remain grateful for the trust leadership has placed in me. Throughout our work together, I’ve made a consistent effort to keep you informed and be transparent in my communication—whether through email updates, texts, shared documents, or direct check-ins. In contrast, I’ve experienced recurring gaps in visibility on your end, including not being looped into meetings or copied on important delivery emails. This has led to confusion and unnecessary workflow challenges that could have been avoided with clearer coordination. My goal is to foster better alignment and collaboration going forward. I remain open to continuing a constructive dialogue and welcome any future conversations that help strengthen mutual understanding and improve the way we work together. My focus remains on contributing meaningfully to the team and delivering strong outcomes.
The intent of your boss''s letter is to protect himself and the company in the event of a lawsuit from you. In particular, the last sentence called out the solution agreed upon by both parties. Your response actually supports nothing but what has been summarized in his statement. Your read on the situation is - this is likely a PIP letter and about performance.... Actually his letter is more about what he has done in terms of addressing your concerns and complaints (role and compensation expectations from you etc). In summary, his conclusion is that he or the business/company cannot meet your expectations so he has to set the records straight with HR. I know this is not how you feel about this letter to HR... If you want to resign, sending the drafted response you currently have is likely not going to help you, as it provides additional contexts in written form on the communication gap issue between him and you. Clearly wires are crossed... Just my take on this situation...may not be right
饭饭去哪儿 发表于 2025-05-03 14:28 我打算回复 I acknowledge receipt of the document. Following our recent meeting, I’ve taken time to reflect and want to reaffirm my commitment to supporting the team and its goals. Regarding the comments outlined, based on my records and understanding, some aspects do not align with my experience and recollection of the events. For context, I was promoted just three weeks ago after leadership evaluations. Although the promotion announcement was delayed after I raised concerns about the way you communicate with me, I believe the promotion itself reflects the performance I have consistently demonstrated, and I remain grateful for the trust leadership has placed in me. Throughout our work together, I’ve made a consistent effort to keep you informed and be transparent in my communication—whether through email updates, texts, shared documents, or direct check-ins. In contrast, I’ve experienced recurring gaps in visibility on your end, including not being looped into meetings or copied on important delivery emails. This has led to confusion and unnecessary workflow challenges that could have been avoided with clearer coordination. My goal is to foster better alignment and collaboration going forward. I remain open to continuing a constructive dialogue and welcome any future conversations that help strengthen mutual understanding and improve the way we work together. My focus remains on contributing meaningfully to the team and delivering strong outcomes.
This is a bad reply. You basically confirmed what your boss said.
1. Ongoing defensiveness in response to questions or challenges. This has been perceived as a sign of mistrust and contributes to visible tension between us in group settings. You shared that my interactions with you have also felt defensive, further escalating friction, and has been noticed by others.
2.You ask for complete honesty from me, but that level of openness hasn’t been reciprocated—and it’s starting to feel one-sided.
3. It’s hard not to notice that when I share an idea, it’s often met with hesitation—yet the same suggestion from someone else is readily accepted. When this happens repeatedly, it starts to feel like my contributions aren’t being taken seriously, and it makes me question whether you truly see me as someone you can trust to lead.
4.Role clarity - You expressed a desire to learn and develop in the xx functions, which is not a part of your role. There may be an opportunity in a year’s time.
5.As xx is not a part of your role, there is no additional bonus structure available over the current Director role. A defined bonus plan will be provided by HR when complete.
At the end of the meeting, I offered several opportunities for you to open any dialogue or share feedback, with HR present to ensure a supportive and balanced environment. You chose not to raise anything, stating that you wanted to move on. Before we wrapped up, I made it clear to you that this would be the final opportunity to revisit any unresolved issues. That offer was declined, and we agreed not to return to these matters moving forward.
EVP
是时候请病假了
楼主你的故事好像泰国狗血网剧，一集比一集cringey
我真的给他气出病来了。。 过两周去旅游，旅游完回来后我就想裸辞了
说实在感觉很burnout，不想马上又打工
std一请，躺六个月
请病假的意义是？
我觉得他就是想我一条条反驳，这就中了他说我defensive的坑。
我打算回复
I acknowledge receipt of the document. Following our recent meeting, I’ve taken time to reflect and want to reaffirm my commitment to supporting the team and its goals.
Regarding the comments outlined, based on my records and understanding, some aspects do not align with my experience and recollection of the events. For context, I was promoted just three weeks ago after leadership evaluations. Although the promotion announcement was delayed after I raised concerns about the way you communicate with me, I believe the promotion itself reflects the performance I have consistently demonstrated, and I remain grateful for the trust leadership has placed in me.
Throughout our work together, I’ve made a consistent effort to keep you informed and be transparent in my communication—whether through email updates, texts, shared documents, or direct check-ins. In contrast, I’ve experienced recurring gaps in visibility on your end, including not being looped into meetings or copied on important delivery emails. This has led to confusion and unnecessary workflow challenges that could have been avoided with clearer coordination. My goal is to foster better alignment and collaboration going forward.
I remain open to continuing a constructive dialogue and welcome any future conversations that help strengthen mutual understanding and improve the way we work together. My focus remains on contributing meaningfully to the team and delivering strong outcomes.
Ai跟人一样，最重要的话都最后说。找工作吧，既然跟老板不愉快了，吵不赢的
本来这件事没发生我都已经是打算一升职就走。他这么搞我咽不下这口气。。
我想裸辞
有钱的话倒是可以。不过看他着就架势，就算你不裸辞可能也会被炒鱿鱼了
他这个不是明摆着retaliation
此处不留姐，自有留姐处！ 赶紧找下家！！！
你搜一下她的帖子吧，她不是来求安慰的
是啊，所以说他有病
Your read on the situation is - this is likely a PIP letter and about performance.... Actually his letter is more about what he has done in terms of addressing your concerns and complaints (role and compensation expectations from you etc). In summary, his conclusion is that he or the business/company cannot meet your expectations so he has to set the records straight with HR.
I know this is not how you feel about this letter to HR... If you want to resign, sending the drafted response you currently have is likely not going to help you, as it provides additional contexts in written form on the communication gap issue between him and you. Clearly wires are crossed...
Just my take on this situation...may not be right
Retaliation是你report to HR about him然后被炒, 现在反过来，怎麽个retaliation法？
FMLA本身没有工资，要病休公司得批才行。
难怪笔名叫幸运之神😂，真的不一样。
借你吉言！也希望lz有好的新道路。幸亏几年前给自己找了这么个ID。
This is a bad reply. You basically confirmed what your boss said.