When to let someone go if it will leave you short-handed
Hi,
I run the marketing team at a small (currently) but very fast growing company. Right now the team consists of 3 other people, all who report to me. Over the next few months we will be going through some acquisitions that will increase the teams workload by 2-3x and are currently hiring for roles to cover the gaps we see ahead.
My current issue lies with the most junior role on my team. An admin (her first role out of college) who has been with us for about a year. Working remotely has been hard on her and over the last few months her productivity, efficiency and accuracy (which were never really great but she's young and was "new") have severely dropped. For the last month or so I have been working with her one on one to improve performance and have been very honest with her that her level of performance has to improve but the problems seems to be getting worse. We're talking just really really REALLY careless mistakes, a lack of communication and follow-up with myself and the rest of the team, and really poor time management. I am hand-holding her right now, doing daily scheduled check-in phone calls, having her make to-do lists and take notes and share them with me and trying to be as open and available as I can to her for help and questions. She's still making various mistakes that go live with our campaigns or that I am catching last-second. The number of mistakes has actually increased.
I've always had the philosophy that team comes first. Once someone starts becoming deadweight or a burden the rest of the team that holds them back from producing their best work, they should no longer be on that team.
The issue is I have much more priority roles to hire for right now. And she is responsible for a lot of the daily production stuff that isn't going to stop. I'm not sure what's worse for me (and the team right now) spending way too much time hand-holding her for still sub-quality work or just doing it myself while I look to hire one of the very good people who lost their jobs throughout the pandemic.
Any insights would be so appreciated!
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Hello!
My manager, the second one I’ve had in my 2 years in this position, is leaving.
Ok, so my organization is great- great people, work-life balance, benefits, etc. However, since I’ve been there (will be 2 years in November), both of my managers i had have/are going to leave for really great opportunities outside of our org. While I’m super happy for them, i am concerned about how it’ll potentially impact my career growth. I’d still be doing the same work just reporting to new people, which may change as they hire on a replacement. Which is annoying to start the manager/employee relationship all over again.
My manager is leaving in a few weeks and is invested in making sure there’s a plan in place for who i report to when they’re gone. I guess my question is what would you ask them/consider during this transition phase? I was hoping to start the “it’s been 2 years, I’d like a raise or at least something to help with inflation” conversation but I hate doing this, it’s always so awkward. At the same time, it may be best to get the ball rolling on that to see what can be done prior to my manager leaving?
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Hi all - ok this is a first.
The new boss, promoted from within, and I are a bad fit, to put it mildly. I put in my two weeks’ notice, and she replied that I could leave tomorrow.
Here’s the twist: I WANT to stay for two weeks, to put files in order, to coordinate with co-workers the processes for future events, and to finish setting up a Dropbox account for my department. Most of all, I work in a retirement community, and want to ease these beloved residents into the knowledge that their trusted friend is leaving them in good hands. They just lost the last ED without notice and took it badly.
This new boss rules with a cudgel. She starts all discussions with No you can’t do that. She changes my plans on ginned-up reasons (e.g. she canceled my bus trip due to “insurance changes” which had nothing to do with the trip). She lays down the law, and when advised of an error, she doubles down and tries to blame the victim of her error. She refers to staff members as “bodies,” and cares for the residents based on the level of their rent checks. I can’t get away from her fast enough.
Still, I have a good plan for leaving, and as you can tell from the above description of her, any discussion is going to go badly.
any and all advice is much appreciated!
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