Business Persuasion Memo: Addressing Project Strive Concerns
This paper presents a professional persuasion memo written in response to a manager's concerns about Project Strive, an employee development initiative. The memo systematically addresses three key objections: the potential redundancy of training modules for existing employees, the administrative feasibility of regular skills assessments, and the cost of hiring a Learning Services Manager and implementing an incentives program. The author proposes concrete solutions to each concern, including tailored training tracks, a delegated assessment structure, and a cost-benefit analysis of the incentives program tied to measurable revenue gains.
- Introduction and Purpose: Memo context and three key concerns outlined
- Training Modules: Tailored training tracks for existing employees
- Assessments: Delegated assessment hierarchy among senior operators
- Costs: Cost justification for LSM hire and incentives program
- Summary: Closing invitation for further discussion
✍️ How to write this paper — guide, tools & examples ▾
What makes this paper effective
- The memo opens by acknowledging the recipient's concerns directly and by name, establishing a respectful, collaborative tone before presenting counterarguments.
- Each objection is addressed in its own clearly labeled section, making the response easy to follow and demonstrating organized, professional thinking.
- The cost section grounds the argument in concrete financial data — citing the $800,000 revenue increase from a 25% productivity gain — rather than relying on abstract claims alone.
Key academic technique demonstrated
The memo demonstrates the classical persuasive structure of acknowledging objections before rebutting them. By opening with a summary of the manager's concerns and then methodically addressing each one with evidence or a proposed solution, the writer builds credibility and reduces potential resistance — a technique central to professional business communication.
Structure breakdown
The memo is organized into five sections: an introduction that recaps the concerns raised in a prior conversation; a Training Modules section proposing a modified curriculum for existing staff; an Assessments section introducing a delegated evaluation hierarchy; a Costs section justifying the two major expenses with financial reasoning; and a brief Summary that invites further dialogue. This structure mirrors the standard business memo format taught in undergraduate business communication courses.
Introduction and Purpose
Thank you for taking the time yesterday to call and discuss Project Strive with me. I was not expecting to hear the concerns you raised regarding this project, and I hope this memo will clarify a few important details. I appreciate the opportunity to more effectively communicate the planned details of this project.
Based on our conversation yesterday, you have three key areas of concern regarding Project Strive:
First, the training modules — which were designed by you — contain information that would be redundant for existing employees to complete. Second, regular assessments of employee skills and productivity through testing procedures may prove to be administratively difficult, given that I am the only manager overseeing 60 operators. Third, certain components of the project may be too cost-prohibitive. In particular, you expressed concern over the creation of the Learning Services Manager position and the expense involved in the proposed incentive program.
I understand your perspective with regard to these concerns, and through research and focused effort I can appropriately support and justify this project. Effective business communication often involves addressing objections directly, and that is the goal of this memo.
Training Modules
The concern you expressed regarding the training component of this project centered on its possible redundancy for existing employees, which could result in inefficient use of company time. I am planning to modify the modules so that existing employees would not need to complete the basic, orientation-type training that new employees require. Further training for existing employees will instead serve to reinforce and deepen knowledge of operations and customer service practices.
Assessments
I am proposing that Senior Operators take on the responsibility of conducting assessments of Operators in the department using strict protocols, while I conduct assessments of Senior Operators. The diagram below describes my proposal for the assessment structure:
Operator Services Manager
Senior Operator — Senior Operator — Senior Operator
15 Operators — 15 Operators — 15 Operators
This delegation of assessment duties will make regular evaluations administratively feasible and will contribute to greater task diversity for the most experienced Senior Operators in the department. Research in organizational management consistently supports structured delegation as a means of improving both efficiency and employee engagement.
Always verify citation format against your institution’s current style guide requirements.