Seeking out some advice please.

18 Comments

1. Maegan, Nike Sales Rep & Career CoachSeptember 2,2024 at 7:33PM UTC

   share clear performance expectations with the employee (and the rest of your team) keep evaluating + coaching and bring it back up to your boss if it continues. Alot of times people underperform because they don't have clear set expectations

2. AnonymousSeptember 2,2024 at 8:15PM UTC

   I would just set cleat goals and objectives IN WRITING, meet weekly to review his progress and missed deadlines and alert you boss during your 1:1,

   Beyond that there is absolutely nothing more you can do. He is a relative first then an employee. You cannot strictly manage the family.

3. AnonymousSeptember 2,2024 at 9:48PM UTC

   I'd leave this employee alone.

   Why do you even care if this "BOSS RELATED" is underperforming?

   If you want to keep your job, then cut your underperforming employee lots of slack.

   The big boss knows this employee is underperforming. If they're okay with the employee underperforming, then you should be too.

4. AnonymousSeptember 2,2024 at 10:00PM UTC

   Understand that, fair or not, you risk you job taking any sort of action against this employee. With that said, you need to determine if the underperforming is something you can live with or is it time for you to move on.

5. Moe HawkSeptember 3,2024 at 11:32AM UTC

   Document everything of concern

6. AnonymousSeptember 3,2024 at 1:05PM UTC

   Document everything. Manage as you would.

   Another consideration- does your company HR have any personality tests that they use (Myers Briggs, 16 Types, Clifton, DISC, Kolbe, etc.)? If so, make sure the company or your team does them. They can be helpful as a tool to understand folks.

   As you know, underperforming may be due to various reasons (some of which have nothing to do with the employee). Also, if the bosses don't seem to care enough to do anything that either means don't kick up a fuss, move him along - if you can- but manage how you want. Not sure what "causing problems" means as that may be something different.

   If you haven't already, plan a time for a conversation- figure out what he wants- and perhaps help him get there (e.g. another job, grad school, etc.).

   Good luck.

7. AnonymousSeptember 3,2024 at 2:41PM UTC

   He's family. I would try and manage him with some distance.

8. Debbie ReynoldsSeptember 9,2024 at 2:35PM UTC

   Agree. Family dynamics are hard to navigate in the workplace.

9. maria roseSeptember 3,2024 at 9:49PM UTC

   If this specific employee is a special hire, you have now been given the burden to accommodate utilizing this employee in your team despite their underperformance. This means you have to figure out and utilize his strengths and work around the weaknesses. You would have done the same thing if this individual had physical handicaps. Don't expect them to be the top performer but find a way to have job tasks that this employee can do. It is too bad that no one tried to do this before instead of playing pass-the-potato with this individual.

10. AnonymousSeptember 4,2024 at 5:25AM UTC

    not sure what type of work but I inherited an underperforming employee (he was moved off 3 different teams before he landed under me!) It was a mess at first but I started at the basics and looked af his work habits. I noticed he would get off task easily and had difficulty managing his time and prioritizing. I helped him get on a daily system and made myself available at the start and end of every workday to run through his work. It took up a lot of time at first but it made a huge difference longterm. He was extremely smart and turned out to be really great addition. From a management perspective though, definitely document everything and also make sure you’re documenting your efforts to work with him. (Put any meetings in your calendar, send follow up emails to anything he’s tasked with clarifying expectations in writing, etc. email will be your best friend here, it’s time stamped and if you are constantly reminding him of projects you can just start CCing your manager, your manager’s manager, etc.)

11. AnonymousSeptember 4,2024 at 12:45PM UTC

    That has undiagnosed adhd written all over it. That's not an insult but an observation as one of those people.

    BTW, what you did to help him turn things around is among the recommendations for workplace accommodations for adhd and/or autism.

    The awesome thing is that you looked at the individual's struggles and determined some steps to support him to do his best work, which had to make you both happier. AND you did it without cumbersome hr accommodation paperwork, which is needed more when managers do not do what you did. Kudos!

12. AnonymousSeptember 4,2024 at 12:44PM UTC

    What are his motivation for the job?

    Is he motivated by rewards?

    I agree with another poster that says to find out his strengths. Also document everything so that you will not find your self in a position of being compromised. Follow the company’s policies.

13. AnonymousSeptember 4,2024 at 2:12PM UTC

    Better let it go or they will find a way to replace you. Sad to say this….

14. Cindy GloverSeptember 4,2024 at 6:40PM UTC

    Maybe have a talk with him about it??

    is something wrong? Does he understand the expectations of the company?

    Set goals - see if he needs a bit of reassurance- maybe he’ll turn around

15. AnonymousSeptember 6,2024 at 12:26PM UTC

    Unfortunately you are going to have to start from scratch. Sit down with the person and work on goals together. If not already doing, start having weekly scheduled 1x1 meetings to discuss progress. Follow up with an email or other document with what was discussed or to be down. Let them know that you hope to move he meetings to biweekly based on progress.

    would also suggest you have 1x1 with other employees so this person cannot come back and say they are being singled out. Find out from hr if there is a progressive discipline process.

    He may be related to someone but you need to reframe and do everything possible to help him succeed.

16. AnonymousSeptember 8,2024 at 12:59PM UTC

    Interesting. A nuerodivergent person wouldn't have lasted so long because of ablist discrimination. In fact many don't last that long even when they perform well - and they are let go due to discrimination. This is further proof to me that neurodivegents get discriminated against very badly. I can't imagine a neurodivergent person lasting so long in a situation like this.

    Unfortunately, I've noticed that quality work doesn't matter nearly as much as office politics. Unless you are at risk of losing your job you will probably be forced to let it go. Because of office politics. Maybe consider hiring and not firing a neurodivergent person next time if you care about quality work. Studies show we are very detail oriented and 140% more productive. Of course discrimination is what gets us fired because we are different.

17. AnonymousSeptember 9,2024 at 1:41PM UTC

    As a nuerodivergent individual, most employers do not recognize a nuerodivergent person. They just chalk it up as this person is not performing to their standards. I have to work extra hard, more than the average person. Of course most of us do not reveal being nuerodivergent in fear of not getting hired. There needs to be more awareness regarding this topic.

18. AnonymousSeptember 8,2024 at 3:38PM UTC

    Hmm, so they moved a problem from one department to another. How is this person underperforming? Can you track it in terms of cost and metrics and be very specific to the leadership that this person is a drain on the team? If you can and can prove it and show why this person needs to be on a PIP or gone then use that to bubble it up for further conversation. I fear that unless you want to fight this battle with data you will lose the fight because the nepotism is firmly in there and won't be removed just moved. Ugh.