The Conversation I Asked For That Almost Happened
A role alignment conversation was the discussion I initiated before I was fired for performance.
This post continues the series examining what happens when alignment is requested but never formally addressed.
After months of expanded responsibilities, I believed it was appropriate to clarify expectations. My scope had grown significantly beyond the original job description. Marketing strategy, proposals, brand execution, executive coordination, and cross functional communication had all become part of my day to day responsibilities. The role had clearly evolved.
The purpose of that alignment discussion was straightforward. The intention was to talk through title, compensation, and scope relative to the work I was already performing. It was not a demand or an ultimatum. Instead, it was a request for clarity and shared understanding.
When the Role Alignment Conversation Turns Into a Performance Narrative
The request for a role alignment conversation was acknowledged.
However, the structured meeting never took place.
Rather than sitting down to clarify responsibilities and growth expectations, the tone gradually shifted. What began as a forward looking discussion about alignment turned into retrospective performance criticism.
Instead of defining what success would look like moving forward, the focus became what had allegedly been done incorrectly in the past.
There is a significant difference between refusing to have a conversation and never being given the opportunity to have one.
I was prepared for feedback and open to recalibration. Conversations about alignment should create mutual clarity, not confusion.
Why Alignment Conversations Matter
An effective alignment discussion protects both the employee and the organization.
Clear expectations become documented. Measurable benchmarks are defined. Leaders gain space to communicate concerns directly. Professionals gain the opportunity to adjust before conclusions are drawn.
When that kind of clarity is absent, assumptions fill the gap.
The role alignment conversation almost happened.
And then it didn’t.
Next, I want to explore how misalignment often gets labeled as poor performance.
Resources:
The importance of role clarity at work
Why this link:
This directly validates my focus on process, alignment, and trust without speculating on intent.