- Edited
You should always get constructive feedback from your manager.
Before going to the HR or the CEO i would talk to my manager first. I would note down all things that are bothering me (with facts) and set a 30 min one-on-one meeting with him.
- The 1st meeting shouldn't be more than 30 min to avoid any escalations.
- It should be constructive. instead of telling him "you're disrespecting me", say you're not comfortable with the way he's communicating with you.
- Gather bothering points and present them with facts. This is very important. He will ask you for examples of when he was disrespectful or rudy, you should be ready to give an example (hence make it a fact)
- Prepare solutions for the issues. Present the problem constructively, provide examples and facts, the mention how you think the issue can be treated (your manager may ask you what do you think should be done instead).
If the one-on-one was a success, ask him if he's fine with setting a weekly 30 min one-on-one meeting to discuss any unpleasant points. keep those meetings rolling till everything is back to normal.
If the one-on-one wasn't good, then escalate to HR and/or the CEO
On the resignation point, we can't judge this. We have no idea on the financial status of your company or the status of your CEO. If you see this option is highly likable (that they want you to resign), only quit if you find another job or if they fired you. The 1on1 meeting should give you a better idea why he's behaving like this.
Before going to the HR or the CEO i would talk to my manager first. I would note down all things that are bothering me (with facts) and set a 30 min one-on-one meeting with him.
- The 1st meeting shouldn't be more than 30 min to avoid any escalations.
- It should be constructive. instead of telling him "you're disrespecting me", say you're not comfortable with the way he's communicating with you.
- Gather bothering points and present them with facts. This is very important. He will ask you for examples of when he was disrespectful or rudy, you should be ready to give an example (hence make it a fact)
- Prepare solutions for the issues. Present the problem constructively, provide examples and facts, the mention how you think the issue can be treated (your manager may ask you what do you think should be done instead).
If the one-on-one was a success, ask him if he's fine with setting a weekly 30 min one-on-one meeting to discuss any unpleasant points. keep those meetings rolling till everything is back to normal.
If the one-on-one wasn't good, then escalate to HR and/or the CEO
On the resignation point, we can't judge this. We have no idea on the financial status of your company or the status of your CEO. If you see this option is highly likable (that they want you to resign), only quit if you find another job or if they fired you. The 1on1 meeting should give you a better idea why he's behaving like this.