Being asked to performance manage a good performer

[Anonymous]

Your boss has directed you to manage her out, so you need to manage her out. Your feelings on her performance are irrelevant.

[Anonymous]

Anonymous wrote:Most women are screwed in the workforce.

All the glowing WOHM life retelling does not factor in toxic male bosses and their harassment.

- SAHM

if you are a sahm why are you on this board?

Assume (judging from your post) because you are not 100% sure it's the right thing for you so you're looking for evidence that work sucks and then commenting on posts about difficult work situations that those wouldnt happen if the person didn't have a job?

Also what glowing wohm life retelling? People go to work bc they need money.

You need to make some peace with your own life decisions and stop looking for evidence elsewhere that they were or were not correct. some people have great jobs they love, some people dont. Some people have jobs they love then jobs they dont love then jobs they love again. No bearing on your own life situation.

[Anonymous]

Anonymous wrote:Your boss has directed you to manage her out, so you need to manage her out. Your feelings on her performance are irrelevant.

but managing out requires documentation of not meeting expectations. OP is saying evidence does not exist. So op would need to fabricate or they would need to do job elimination.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For the next six months, you present all of her work as having been done by a male colleague and at the end of the six months you break it to him.

Also, you can help her find a better team.

You can also report it to his supervisor.

You can document everything he does, everything he says, and you can report it to HR.

These are multiple ways that you can deal with this.

Op - going above your boss to their supervisor is pretty big deal (and in this case the supervisor is a c suite individual at a large company). How do they decide if it’s fair or not to decide an employee is not meeting expectations?

DP, but... your boss doesn't like her, and he can't articulate the reason. You find nothing wrong with her work. Personality clashes can happen. You don't have to report him as in he's discriminating against her, but maybe you can have a conversation with someone to say that this girl is really good and you're looking for a better fit elsewhere in the company. It's crazy unfair that she should lose her job for no apparent reason.

I hope you realize that things like this happen all the time. Not saying it’s right (at all) but if someone senior decides they don’t like you - for whatever reason, founded or not - they can and they will find a way to oust you.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For the next six months, you present all of her work as having been done by a male colleague and at the end of the six months you break it to him.

Also, you can help her find a better team.

You can also report it to his supervisor.

You can document everything he does, everything he says, and you can report it to HR.

These are multiple ways that you can deal with this.

Op - going above your boss to their supervisor is pretty big deal (and in this case the supervisor is a c suite individual at a large company). How do they decide if it’s fair or not to decide an employee is not meeting expectations?

DP, but... your boss doesn't like her, and he can't articulate the reason. You find nothing wrong with her work. Personality clashes can happen. You don't have to report him as in he's discriminating against her, but maybe you can have a conversation with someone to say that this girl is really good and you're looking for a better fit elsewhere in the company. It's crazy unfair that she should lose her job for no apparent reason.

I hope you realize that things like this happen all the time. Not saying it’s right (at all) but if someone senior decides they don’t like you - for whatever reason, founded or not - they can and they will find a way to oust you.

And it is unfair. So if OP can help this person get a different job in the org, that's a much better option, right?

[Anonymous]

So you'll be the fall guy if she complains or sues. If you refuse will you get managed out? Toxic

[Anonymous]

Anonymous wrote:So you'll be the fall guy if she complains or sues. If you refuse will you get managed out? Toxic

Op - this is my concern - I don’t want to be implicated in something undefensible/ lying (plus it’s just wrong)

It’s also part of a pattern in our org of women being managed out

But if I go to hr I worry they’ll tell my boss and I’ll become a target

[Anonymous]

Anonymous wrote:Your boss has directed you to manage her out, so you need to manage her out. Your feelings on her performance are irrelevant.

This kind of sniveling amorality is why America has become so toxic, both in and out of the workplace.

"Just following orders," where have we heard that before?

[Anonymous]

OP you have a fork in the road here- stand up for the employee at a potentially high cost to you, or just follow directives you know are wrong.

Both have a cost, potentially high. This is a moment that determines your character and you're not going to win any certificates for doing the right thing.

[Anonymous]

Anonymous wrote:

Anonymous wrote:So you'll be the fall guy if she complains or sues. If you refuse will you get managed out? Toxic

Op - this is my concern - I don’t want to be implicated in something undefensible/ lying (plus it’s just wrong)

It’s also part of a pattern in our org of women being managed out

But if I go to hr I worry they’ll tell my boss and I’ll become a target

You don't have to go to HR to tattle on him. You can just state the facts, that you have been asked to counsel someone out and you want to know the process when their work is good, and ask if there are other openings or if she could be of assistance to a different team.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Your boss has directed you to manage her out, so you need to manage her out. Your feelings on her performance are irrelevant.

but managing out requires documentation of not meeting expectations. OP is saying evidence does not exist. So op would need to fabricate or they would need to do job elimination.

There is plenty to manage her out , she's obviously a problem to you bosss

[Anonymous]

Either you manage her out or you get managed out

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Your boss has directed you to manage her out, so you need to manage her out. Your feelings on her performance are irrelevant.

but managing out requires documentation of not meeting expectations. OP is saying evidence does not exist. So op would need to fabricate or they would need to do job elimination.

There is plenty to manage her out , she's obviously a problem to you bosss

Oh?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Your boss has directed you to manage her out, so you need to manage her out. Your feelings on her performance are irrelevant.

but managing out requires documentation of not meeting expectations. OP is saying evidence does not exist. So op would need to fabricate or they would need to do job elimination.

There is plenty to manage her out , she's obviously a problem to you bosss

Op - when I asked him to articulate why he just said ‘he’s just bad’. You have to give specifics so I’m not sure what I’d even write

[Anonymous]

Something similar happened to me but in my case the person he wanted me to manage out had a tough personality and was rubbing a lot of people the wrong way. From my perspective, though, she was highly productive and hard-working, bringing in many big clients. I asked if I could give her feedback and get her some coaching to work on her interpersonal issues. And honestly? I wish I hadn’t. Something seemed to go wrong with all those big clients. She lost us a lot of money, and the coaching didn’t improve her behavior. My boss was right.