Need advice on how to handle employee

[Anonymous]

Anonymous wrote:Thanks everyone. Good advice here. I'll definitely stay documenting and send him the original email this morning showing that he did have the information. He will likely have another excuse (he comes up with them pretty quick and on the spot) so I'll have to be prepared with whatever is thrown my way.

Let him throw excuses at you- just hold firm! This is his job and he needs to do it. I wouldn't even address or acknowledge the excuses, just reiterate that you sent email on X date explaining the tasks he needs to complete and you will follow up with him by X date about the status or something like that. With a little good luck this guy will grasp that you aren't accepting his crap and will move on to another job without you having to go through a PIP etc.

[Anonymous]

Anonymous wrote:Thanks everyone. Good advice here. I'll definitely stay documenting and send him the original email this morning showing that he did have the information. He will likely have another excuse (he comes up with them pretty quick and on the spot) so I'll have to be prepared with whatever is thrown my way.

You have to start telling him the excuses don't cut it any more, the job was not done. Tell him going forward, he must work proactively to accomplish the task. Excuses after the fact will not cut. Do not get distracted by the excuses, instead ask him how he should have solved that problem. As a manager you have to make him own the problem.
Examples:
Oh I did not get the client contact list.
Well John that's part of the your job....what do you think you could have done to get the list?

I told to XYZ to do it and thought it was done.
I am not asking XYZ. The task was give to you and it's not done. This is unacceptable. What do you think you should do next time to make sure you complete your work?(I would write him up at this point)

[Anonymous]

Anonymous wrote:

Anonymous wrote:Thanks everyone. Good advice here. I'll definitely stay documenting and send him the original email this morning showing that he did have the information. He will likely have another excuse (he comes up with them pretty quick and on the spot) so I'll have to be prepared with whatever is thrown my way.

You have to start telling him the excuses don't cut it any more, the job was not done. Tell him going forward, he must work proactively to accomplish the task. Excuses after the fact will not cut. Do not get distracted by the excuses, instead ask him how he should have solved that problem. As a manager you have to make him own the problem.
Examples:
Oh I did not get the client contact list.
Well John that's part of the your job....what do you think you could have done to get the list?

I told to XYZ to do it and thought it was done.
I am not asking XYZ. The task was give to you and it's not done. This is unacceptable. What do you think you should do next time to make sure you complete your work?(I would write him up at this point)

And after you ask how he should have solved the problem ...stop talking. It's not a debate.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Thanks everyone. Good advice here. I'll definitely stay documenting and send him the original email this morning showing that he did have the information. He will likely have another excuse (he comes up with them pretty quick and on the spot) so I'll have to be prepared with whatever is thrown my way.

You have to start telling him the excuses don't cut it any more, the job was not done. Tell him going forward, he must work proactively to accomplish the task. Excuses after the fact will not cut. Do not get distracted by the excuses, instead ask him how he should have solved that problem. As a manager you have to make him own the problem.
Examples:
Oh I did not get the client contact list.
Well John that's part of the your job....what do you think you could have done to get the list?

I told to XYZ to do it and thought it was done.
I am not asking XYZ. The task was give to you and it's not done. This is unacceptable. What do you think you should do next time to make sure you complete your work?(I would write him up at this point)

And after you ask how he should have solved the problem ...stop talking. It's not a debate.

+1 exactly! Refuse to engage in the excuses debate! Use silence as a weapon and just stare at him after you say that to make him squirm and really hit home that point.

[Anonymous]

OP - these are GREAT pieces of advice. Thank you!!!! DCUM, you've really helped me put this in perspective and helped me deal with this head on. You guys are great - you all must be seasoned (and good) managers. thanks.

[Anonymous]

OP here again. You all had such great advice that I'm coming back for more.

I ignored excuses and just repeated what needed to be done (basically, cut the drama out and didn't get wrapped up and sidetracked by the excuses). He left my office and has been cold (to say the least) all day.

I've asked him for some short term projects (he didn't realize it, but my boss asked us to "review this and advise on next steps" - actually, my boss specifically said, "Please have [my employee] review this document and advise on next steps."

I sent my employee an email basically asking the same thing. "Employee, can you review this report and advise me on next steps? Thanks."

well, got his response, which was overly formal: "Boss, you asked me to review this report and advise you on next steps. Below are my next steps......"

I just realized he copied MY boss on that. And I went back and realized he copied my boss on a couple other emails that were in response to my request.

I'm trying not to be paranoid, but I am guessing that he did not like that I didn't address or take his earlier excuses seriously and is now trying to go over my head on things. Remember, he never knew that my boss asked for next steps. From his perspective, the request was only coming from me.

Do you management gurus have any advice or thoughts on this? should I just let it be? am I overreacting?

[Anonymous]

Anonymous wrote:OP here again. You all had such great advice that I'm coming back for more.

I ignored excuses and just repeated what needed to be done (basically, cut the drama out and didn't get wrapped up and sidetracked by the excuses). He left my office and has been cold (to say the least) all day.

I've asked him for some short term projects (he didn't realize it, but my boss asked us to "review this and advise on next steps" - actually, my boss specifically said, "Please have [my employee] review this document and advise on next steps."

I sent my employee an email basically asking the same thing. "Employee, can you review this report and advise me on next steps? Thanks."

well, got his response, which was overly formal: "Boss, you asked me to review this report and advise you on next steps. Below are my next steps......"

I just realized he copied MY boss on that. And I went back and realized he copied my boss on a couple other emails that were in response to my request.

I'm trying not to be paranoid, but I am guessing that he did not like that I didn't address or take his earlier excuses seriously and is now trying to go over my head on things. Remember, he never knew that my boss asked for next steps. From his perspective, the request was only coming from me.

Do you management gurus have any advice or thoughts on this? should I just let it be? am I overreacting?

As for the coldness, I'd give him the day to act that way. Now if he continues to be that way or is dismissive or due going forward I would address it directly as he needs to be a professional and act in a professional manner- part of that is accepting his responsibility and warranted criticism. No one has time to deal with that childishness! We can cross that bridge if it comes to it.

Now, as for the can of worms that is cc'ing your boss on emails. That would annoy me. How old is he? He has obviously never learned to respect the chain of command. I would squash this behavior right away in a two pronged approach: 1- talk to your boss about the behavior problems you are having with this employee (include a brief synopsis with examples- employee doesn't meet deadlines and has missed deadlines for xyz and gave nothing but excuses. I'm dealing with this by taking corrective action to document tasks assigned, follow up and ensure deadlines are completed) keep it short and to the point with your boss so that he/she is aware of this issue. 2- I would talk to the employee and just ask is there a reason why you are copying so and so? I would then reiterate that you are in charge of this project.

Just continue to remove the drama from everything, keep it to the point and for sure keep documenting because you have a very challenging employee OP! Sorry and good luck.

[Anonymous]

Anonymous wrote:
I just realized he copied MY boss on that. And I went back and realized he copied my boss on a couple other emails that were in response to my request.

I'm trying not to be paranoid, but I am guessing that he did not like that I didn't address or take his earlier excuses seriously and is now trying to go over my head on things. Remember, he never knew that my boss asked for next steps. From his perspective, the request was only coming from me.

Do you management gurus have any advice or thoughts on this? should I just let it be? am I overreacting?

An alternative take on this is that perhaps he is worried your boss has been informed of his mistakes and missed deadlines and he is trying to cover his butt by looping in a higher up when he delivers. Regardless he seems to be taking this very personally and is going about this all wrong.

[Anonymous]

While these kind of people usually need super direct communication, the approach my supervisors would use with that is -

Boss would not respond directly to your direct report on that email, and instead would send you a thanks to be passed on to him. That would get the point across to most self-aware employees.

[Anonymous]

Anonymous wrote:While these kind of people usually need super direct communication, the approach my supervisors would use with that is -

Boss would not respond directly to your direct report on that email, and instead would send you a thanks to be passed on to him. That would get the point across to most self-aware employees.

I like this approach and if I ever am the big boss and have to deal with this kind of situation I would do that!

[Anonymous]

Op here. Thank you. You all are great and have helped me with a difficult situation by giving some sound advice I wouldn't think of. I am taking your advice.

Intetstingly, my boss did exactly what the poster suggested. My boss responded to my email and did not reply to my employees.

Thanks again.

[Anonymous]

NP here. My take.

Employee performs sub-par. You explain what was expected. He denies he was informed. When you find email that shows he was you forward and say "I just noticed that I had sent you this on X date. Please do a better job of keeping track of messages like this one as you are expected to keep track of your own assignments." Keep a file or mailbox folder just for issues. You will need documentation for his performance review.

When performance review comes around, note on his performance review "Needs improvement" or whatever the appropriate rating is. Use documentation that you have to cite examples where tasks were assigned to him and he failed to track his assignments (don't document that he denied getting them, just that he did not complete the assigned tasks).

When he cc's boss, assume that he is trying to CYA. But when further issues like the original one came up, likewise, CC manager when you respond with the documentation that he did receive instructions, did not track and did not complete assigned work.

Keep it entirely professional and keep the emotions, the "he said, she said" and the personality problems such as his passive aggressiveness and laziness out of it. Just document that he was assigned work, it was verified that he received, but he did not perform duties as assigned. Once you have a history of such behavior documented on his performance review, it will be in his personnel file and if you choose to initiate a PIP or equivalent, you'll have the documentation needed to cite examples.