I have been working with an employee 3 years.

16 Comments

1. AnonymousApril 9,2025 at 8:19PM UTC

   Are you there supervisor? Have you communicated with them to reset expectations? If so, what consequences have you attached to their performance?

2. AnonymousApril 10,2025 at 12:39AM UTC

   I am their manager. We have had 1 to 1’s and I have discussed it. I praise and give constructive feedback. He gets offended when its not positive.

3. AnonymousApril 10,2025 at 6:06PM UTC

   You're not responsible for managing his fragile feelings. This guy is manipulating you because it seems like you back off when he gets offended. This will unfortunately begin to reflect poorly on your leadership skills.

4. AnonymousApril 9,2025 at 8:26PM UTC

   Some folks are not ambitious.

   He sounds content. Really not your business. He just won't be promoted again.

5. AnonymousApril 10,2025 at 12:14PM UTC

   Maybe they're happy in their little box? My boss keeps talking about "next steps" and promotions at work and I honestly just don't want it. I don't want more responsibility. I'm good at my job and I enjoy it. It's not overly stressful (it can be at times), does not involve me having to be in the office for meetings (which are very difficult with my hearing loss) and doesn't involve me having to regularly call or interact with our customers. I'm a coordination role who does a lot of research for the company and I love it. I don't WANT more.

6. AnonymousApril 10,2025 at 11:15PM UTC

   All of that makes sense. Unfortunately this individual was promoted into a leadership role and as such expected to give more. That is not happening. In addition they asked to have a certification paid for over a year ago and never completed it.

7. AnonymousApril 11,2025 at 1:33PM UTC

   What are you doing to hold them accountable for completing this certification?

8. GirlBossanova934974April 11,2025 at 1:04PM UTC

   This is crazy. No company pays for training or certifications which an employee never completes or even starts. This should have been made known to the employee before they ever got the company involved. TIME to take charge here. Look Bob! You have X months to complete the training and certification or your performance review will be badly affected. The steps which you are asking for your team lead to make should have been on his required task lists to complete for this performance review period. These are not big asks. They are part of the job of a team lead.

9. AnonymousApril 11,2025 at 2:55PM UTC

   I agree with the others who say it's time for a PIP. The person was offered a lead position and accepted it. If they didn't want it and were happy in their "little box," they could have declined. Also, depending on the cost of the class where the certification never happened, you could also suggest that if it is not completed by [deadline], the cost of the class will be deducted from their paycheck. You need to see the receipt/certificate if they took the class and received the certification.

   I don't try to disparage anyone who is happy in their "little box," but when an employee gives you the indication that they want to improve their standing with the company and move up to bigger and better (perhaps with bigger paychecks) roles and then performs in their "little box," that is not acceptable. Whatever you do, let them know that their upcoming performance review and possibly their pay could be affected if they don't get with the program.

10. AnonymousApril 12,2025 at 12:55PM UTC

    Try a critical review and gap analysis based on the job description, with a goal of demonstrated competency in all areas. Have the individual self-evaluate first. Then come up with a development plan together and a six month timeline. You may have to adjust workload expectations during the 6 months. At the 6 month point, remaining gaps get a PIP. Sometimes people who get promoted because they excel in their role need specific ongoing direction around growth areas. It can be hard to know how much they need until they don’t grow on their own.

11. AnonymousApril 13,2025 at 2:45PM UTC

    If this employee is not completing all roles and responsibilities within their job description then I think there needs to be a conversation. I’m wondering if they’re passing things off without fully looking into them and unable to complete the training if they have a maxed out workload and are unable to prioritize what is most important. If they’re a hard worker as you noted perhaps they need mentoring for how to effectively expand their skills. Do you have 1:1 mentorship meetings with them? Are they able to time block to do do the training and prioritize of task that need to be done by a certain time?

12. Mary PattersonApril 13,2025 at 7:19PM UTC

    If the company paid upfront (the class for him to earn the educational hours for this Certification) did he have a scheduled class time to attend? All Certification and Lincensure classes are set up at an educational institution for more than one person to attend as a student. Otherwise, was this a CBT class? CBT classes award Certifcation credits too. I would like to read your response answers. Kind Regards, Ms.MaryD (Queen of Paperwork)

13. AnonymousApril 15,2025 at 5:30PM UTC

    This is a certification not needed for the role. Self paced however if you do not complete it in 1 year you lose all materials and chance to test. The employee begged to have it paid for up front over a year ago. This was done and the certificate was never completed.

14. Mary PattersonApril 13,2025 at 7:32PM UTC

    Also, since this is a hardworking colleague that is passing some work off to you, then he has a tight work schedule for deadlines and getting his job done for completion. Also, he may need an assistant to help him. This tells me that he needs a segmented time off from work to attend the training class. Congratulations to your colleague!!

    Since your colleague is being promoted to a leadership role, then his pay for wages increases, and his job description changes too in a supervisory/management capacity for higher pay. This also means that your company must re-hire a replacement person to take over the old immediate duties & responsibilities that he is currently doing & performing now. It is great to see promotion and growth on a job!! ~~MaryD

15. AnonymousApril 14,2025 at 12:12PM UTC

    Seems like he’s doing only what is necessary. I wouldn’t consider that he would need an assistant. I see this is somebody who doesn’t want to do more than is required and is probably disenchanted with the role. The fact that he is not completing the certification in my opinion adds to that possibility. Definitely a conversation is in order. Don’t dance around it - ask point blank.

16. AnonymousApril 13,2025 at 11:54PM UTC

    if this person reports to you it's definitely time to sit them down and have a stern conversation about expectations and what is working and what is not. That is what a good manager does they talk to their employees and show them what they want as a result for their work. If you feel they are not living up to the new role perhaps it is time to put them on a PIP (performance plan) or at least to give them a verbal warning. Take control because it sure seems like they need guidance and clear direction. Perhaps meet with them with more regularity and have open discussions about specific items that need to be. delivered. There is a difference between working hard and working smart.