Made a terrible hire, trying to keep my team together.
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Anonymous
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This one’s 100% on me. We had funding for an additional position finally be approved about 3-4 years of ‘no not right now’ and pulled the trigger on a candidate who was incredible on paper (great education, great work experience, interviewed well) and was a diversity hire(simply a bonus, based off interviews she 100% was the best candidate). My team said ‘wait it out and let’s do another batch of interviews’. Last we did that, funding was pulled.
She has now been in role for about 6 months and is no better off than she was a month in. I’m constantly reminding her of her scope of work, to stop focusing on things that aren’t hers, and our monthly check ins don’t seem to be working. She refuses to assimilate to company culture (coming in for team meetings/executive engagement), & takes plenty of personal time during the day. It’s all around a bad hire. My two other employees have been at the company for 7+ years, they are at wits end with her. Not only is she bad at her job, she approves things from our budget without reason & is condescending to the other people in the office. I’m not even sure how to handle this, completely over my head. This lady is in her 40’s so has been around the professional world for a while but she seems to function more like someone fresh out of college. Do I push her out? Do we PIP her? I’m afraid if she isn’t removed, I’ll lose two other people on my team who are great. Anyone dealt with this before? |
Anonymous
| PIP her so you can document it and eventually move on. See if you can discreetly conduct a job search to have a backfill ready to go so you don't lose the budget for the role. |
Anonymous
| Sounds like a super tough spot. It’s way too quick to push her out. Good luck firing a POC who’s great on paper. Have weekly instead of monthly check-ins with her and be more explicit about the rules/culture/whatever. |
Anonymous
| How is this “terrible”? Is she doing her work? Focus on making sure she does her work and understands expectations. |
Anonymous
| We had similar in our office and the only saving grace was that it was a fixed-term position. We'll never make that mistake again. |
Anonymous
How will you avoid it? |
Anonymous
| OP, what is your takeaway from this situation? |
Anonymous
| Is there a chance of layoffs where she will go as last in? |
Anonymous
+1 |
Anonymous
Did you read the same post I did? There’s several examples of what’s not good about this. And I’m going to assume OP has spoken with her about her work and expectations because it says so in the post. |
Anonymous
OP here. We are doing budgets for next year and have been asked to reduce $. I included her at the ‘large cut without extreme company risk’. No way it gets to that extreme but I have let my leadership know I’m willing to reduce headcount. |
Anonymous
We would opt not to hire/to risk going another round and certainly we examine everyone's records a little more closely now. It's a little like choosing an AirBnB--after some practice, you know how to better assess what's "on paper" and to look for what's missing or not said. |
Anonymous
| Sounds like you have put zero effort into mentoring her. This is going to be on you, boss. |
Anonymous
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Has anybody told her that her lack of work is not acceptable? Any documented Feedback?
Why have you waited so long to address all the issues you cited? This lady is assuming she's doing things just fine & dandy since nobody is calling her out. |
Anonymous
Someone who is credentialed and in their 40s should have it figured out alone. Some people are just duds and it sound like OP found a dud |