Dear Renee,
My name is Yvelle L. Green and I have been working as a Sales Operations Manager/Sales Project Manager for over four years here at SolarEdge. I am proud and happy to do my bit by supporting the Outside Sales Team and other cross functional teams with SPA related Processes and data. Sadly, this wonderful experience is being ruined because of my current experiences with my direct manager – Mary Ann Elvina.
I’ve explored all other options prior to writing this letter and I find myself forced to resort to the human resources department for a resolution.
Her continuous harassmentincompetency and micro-aggressions are just too much to cope with. It’s affecting my performance and hindering me from doing my work. Last Wednesday I received a phone call from her asking if I have received information from the departments I’m attempting to transfer to. I indicated that I don’t have anything concrete as I haven’t received a formal job offer as of yet. Two weeks before that she asked me what am I going to do if no offers are made to me? I felt as if I had to justify my competencies and that this was an extremely negative conversation. I advised that I have never been in this position before and I think this conversation is inappropriate. Furthermore I advised her to speak with HR. I have been told on several occasions from her that I work too slowly and I’m not good enough to work in my current department. I have worked countless hours into the night to make sure my work has been completed, even answering the company phone on weekends. One of the most disturbing things is that she has expressed on several occasions that she should not be a supervisor but an Independent Contributor, but that the organization keeps her in a management position anyway. It’s common knowledge plus her confirmation that she isn’t a good manager.
I have to now reflect back to how I was assigned to work for her. Upon return from extended leave several of her team members didn’t want her as their manager anymore. Issues were raised and the temporary person is now their permanent manager. I have spoken to several of the team members and the complaints ranged from low review scores to poor management skills. When I was first asked to be on her team and understood she would be my direct supervisor I posed many concerns. For instance, if she wasn’t successful in running her prior team how would I be successful underneath her? My concerns were never addressed but in my opinion pacified. Here we are today, my review scores are low down from a 4.14 Greatly Exceeds Expectations to almost half, 2.52 Partially Meets Expectations. Was anyone in upper management concerned?
The challenges of these working conditions are causing undue stress and I’m unable to work with the peace of mind I had prior to her harassment and micro-aggressions. I should not have settle for just any position. I ask for your immediate intervention to find a solution to this problem and to establish a professional, friendly, and productive resolution for all of us.
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