Executive Communication Sample

Summer 2010

As Teen Living Programs expands to serve more of Chicago’s homeless youth, we must ensure that we are providing the best possible service to those clients. Integral to that process is measuring our organization’s performance.


Over the last few months, the executive team has worked with a project team from the Taproot Foundation to examine our existing performance management process, determine strengths as well as areas of opportunity, and create a more robust performance management infrastructure.


I, along with the rest of the executive team, will launch the new performance management program at our next quarterly meeting in September. With this new program our organization will be able to:


  • Standardize performance evaluation dates for all employees
  • Provide a more rigorous performance evaluation process
  • Implement the use of SMART goals
  • More clearly align individual and organizational goals


As managers, you have a key role to play in advocating and modeling this change for employees. Therefore, all managers will receive training on the new performance management process, as well as talking points that will enable you to answer any questions employees have about the new process.


I am confident that this improved process will help Teen Living Programs to better meet the goal of providing the best possible service to our clients.