I hired an ex-colleague from a previous job who was a fantastic mentor, manager and engineer.

Anonymous

July 9,2023 at 11:15AM UTC

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I hired an ex-colleague from a previous job who was a fantastic mentor, manager and engineer. After 90 days in the new role, this person is not meeting expectations. This person comes in late, leaves early. The only communication I get is about vacation days, bonus payout, and other benefit topics. The projects I give are being done by a lower level employee and passed off as his own. The work he does himself- is done incorrectly. We’ve tried working with him , but as he was hired in as a manager, I feel he’s not working out. I’d like to give him another 90 days to get his act together- because I know he’s capable of more. Advice on how to handle?

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AnonymousJuly 9,2023 at 11:27AM UTC
Start attaching consequences to his negative behaviors and follow through when expectations aren’t being met. Put this person on a formal PIP and let them know their job is at risk.
AnonymousJuly 9,2023 at 11:29AM UTC
First, taking the bias out of the room, what is fair and consistent with all employees needs to be the same here. Setting clear and specific bench marks of expectations needed to be done when 'we've tried working with him' chats. Have you asked him how he feels it's going? How does he see his own performance at the point and what does he see that he could do better at. Get him involved in the improvement plan to get his buy in. I would NOT give it another 90 days. I would set 30 days as a goal with the hightlighted MOST impactful parts that need to change. If he's not willing to do that then this may not be the position HE thought it was. Perhaps you can get him to see this and come to the conclusion himself. Staying fair and consistent is imperative. I know you didn't say 'friend' hired, but I would have suggested you to have NOT been a part of the hiring consideration from the start.
AnonymousJuly 9,2023 at 1:22PM UTC
Time for a frank discussion. Delaying will hurt the rest of your team. It isn't working out - time for both of you to move on.
AnonymousJuly 9,2023 at 1:49PM UTC
Time for a performance improvement plan, with a duration of 30 days. The sooner he either shapes up or ships out the better.
AnonymousJuly 9,2023 at 3:08PM UTC
That's a risk to be taken when recommending and/or hiring a friend, family, etc. Been there, done that. Besides, I believe he was hired by his professional competency, skills, knowledge, and attitude, which meet the requirement for the position. I wonder if the expectations of the job were clearly outlined for the first 30 days, 60 days, 90 days, and so on. Here lies the communication gap, more often than we would like to admit. Nobody is a mind reader. If it is an option, engage HR assistance for a possible transfer to another department where his skills can be better utilized. It happened to me, and it was the right move for both of us. It was respectful, mature, considerate, and professional. We are still friends and better professionals and continue to rely on each other's input when needed.
AnonymousJuly 10,2023 at 12:39PM UTC
If they are in their probationary period, cut your losses now. 90 days and they are a manager - they know better. Sometimes they were a great person in another role or company because of fit or they were a great person because of others. I advocated for the promotion of someone once and once they hit that magically band level with a bonus, their work suffered. They were hit or miss on their performance.
I know it sounds harsh, but cut your losses while you can and salvage your reputation.
AnonymousJuly 10,2023 at 1:29PM UTC
I personally think before you fire the person all together you have a
30, or 60 day sit down or even at the 90 day performance plan pointing out these things that are unacceptable to the company and not fair to your fellow, coworkers, managers employees, etc. etc. if after that there’s no improvement, then you have no choice but to cut this person from the payroll.
AnonymousJuly 10,2023 at 2:11PM UTC
Does your employer have a 90 day probationary period? If so, better to just let the person go now. If not, then I'd put them on a 90 day PIP now so that they know their job is on the line if they don't get their performance up. You should work with HR on this to make sure everything is following proper procedure and documentation.
AnonymousJuly 10,2023 at 2:50PM UTC
I am curious...what was the gap in time between your prior work with this person and now? Generally speaking, high achievers remain so , or at least try, everywhere they go. So, perhaps something has changed in this person's health or personal life....Or ? A 90 day PIP sounds reasonable and a solid discussion...but I don't have a good vibe on this.
Audrey KirschJuly 10,2023 at 4:52PM UTC
If this person was stellar at the job where you used to work, why are they not still there? If they didn't come because of a chance to work with you again but just needed a job, they may resent having to work for someone who they used to manage. You need to have a serious discussion to see why their work isn't meeting expectations when you know they are qualified. It could be like I said or could be some personal issue, but you won't know unless you ask. Then you can make the decision to give that additional 90 days or let them go.
Jennifer WehrendJuly 10,2023 at 5:47PM UTC
Time to sit down with him one on one and ask what's going on with him.
Liz MilneJuly 10,2023 at 10:09PM UTC
Put him on a warning. He's maybe got complacent because you head-hunted him. Remind him WHY you hired him and let him know he's not meeting expectations, then maybe try another 90 days, depending on how he reacts to that?
AnonymousJuly 11,2023 at 12:48PM UTC
He is taking advantage of the situation and I suggest you let him go now. Talking to him will do no good as he will find a way to take advantage again. Same situation with my old boss. Everyone documented behavior. They told us to hit reset and they kicked the can down the road again. Then they caught her red handed, up to the same old tricks and within 90 days she was gone.
AnonymousJuly 11,2023 at 7:57PM UTC
Asking about benefits in a new position is not a huge red flag. I would just reset expectations and advise that you are extending their 90 day period. This allows the individual to either change or see that the job isn't a good fit for them. Maybe they thought there was more flexibility to the position? I personally was hired for a company once that told me I had a flexible schedule, that I just had to work 8 hours a day. Then, at the end of my first 30 days they hit me with several write ups because I shifted my schedule earlier or later, although this was never discussed. I ended up leaving the company, as I could see that 1) communication was terrible and 2) I did not want to be let go in the event that I was actually late due to unforeseen circumstances. You obviously hired this person because you saw potential. I think it's worth investing the time to course correct. Be curious, not judgmental and you won't have regrets.