The number one reason there is underperformance around you is because of you, not anyone else. Whether you’re a partner dealing with managers or an associate dealing with interns, you’re not dealing with the underperformance of others. So much so, that YOU OWE THEM AN APOLOGY.

This firm and I have misled you. We have led you to believe that your performance has been acceptable when it hasn’t. We have not been frank enough or given you the kind of feedback that you deserve as someone who wants to do well. I apologize. 

Specifically, we have undervalued you and what you can do. We’ve diminished our expectations of you to the point you’ve been led to believe your underperformance is actually good work.  We have stepped in to cover up where you have missed the mark. We’ve not communicated to you when your work is less than what we expect or of what you are capable. Yet you’ve continued to get raises, bonuses and promotions as if all was fine and that you are developing as you should. 

All of these failures on our part have created an environment that is not representative of the talent in our firm. We take full responsibility for this and want to make it right by you. From now on, we have renewed our commitment to you to invest in your development. We have committed to expect your best efforts and results and not settle for less. We have committed to giving you honest feedback in a timely manner. We have committed to give you better supervision. 

You are better and you deserve better. And we intend to be better.

Ok, now it’s time to put on your grown up pants. Who comes to mind as one you need to speak to? Will you? When?