Recently a previous role’s contract expired and now has been readvertised. This is why I won’t be applying.

Dear Recruitment Team,

Please accept my non-application for the above re-advertised role instead of my pre-resignation upon accepting it.

Following are the reasons for the non-application:

Regular role reviews didn’t occur meaning there were no key performance indicators (KPIs) or feedback. Any KPIs maintained by the employee were not examined by management.

Regular catchup meetings were arbitrarily cancelled, postponed (and then cancelled) or not attended all by management. Those meetings that were attended did not focus on the employee’s scope of work. Consequently the employee could not directly raise issues related to the role.

Noting that the role could be expanded, the employee submitted a strategy which management discarded without any consideration, feedback or reason given to the employee.

Emails sent by the employee regarding issues were while answered and assurances given not acted upon. Any emails escalated to higher management were not answered either.

Messages sent to the manager by the employee were often left on read. Subsequent attempts by the employer to contact the manager via call or meeting were thwarted due to overscheduling and ad-hoc tasks undertaken by managers.

Necessary information required by the employee to carry out his role was withheld or assumed by management to be already known even if undocumented.

Consequently the employee did not receive the direction to carry out the role. Any questions or issues encountered by the employee simply had to be postponed or actioned without management input meaning the employee appeared to be unsupported.

Effectively this situation meant the employee had to expend emotional capital to contact managers who were in meetings, on calls or at their desk carrying out tasks.

Consequently this lead to the employee encountering a lack of confidence in his ability to carry out the role. As well, the employee was left questioning management’s commitment to the role and speculated (in EAP counselling) that he was being subtly removed from the role.

The employee has addressed these issues but remains doubtful if he has the emotional strength to return to the role. The employee feels that he should not have to harass management simply to do the role.

The employee has suggested that management initiate a regular morning catch-up as well as a regular team meeting. The employee too has suggested that management modify their email and messaging practices to provide timely availability noting the employee is mostly self-managing. Ideally these functions would be carried out by a separate specialised manager.

Unfortunately, as these suggestions have not been carried out, returning to this role hearkens to a bleak future for the employee that may require counselling and support merely to carry out his role.

So to preserve himself, the employee respectfully declines the role.