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[quote=Anonymous]If anyone has any good advice, I'll take it.  I get so frustrated and I know I shouldn't (and hopefully haven't shown this side to the employee) but every time I try to correct him on something, he always (ALWAYS, ALWAYS, ALWAYS) has a reason it's not his fault.

sometimes, he's wrong, but I don't remember or realize it during our conversation.  when I go back and re-read emails or documents, I realize he was wrong.  And at that point, the issue is over and I feel petty going back to him and pointing out his error.

Here is an example:

He is working on a project that has several components.  When I first gave it to him, I emailed him some things he needed to do throughout project.  One of them was give relevant clients updates and progress notes.

I (along with several others) get email from 2 clients that wanted an update.  I found out only one email was sent to one client updating them that he was point person for project and he'll provide regular updates.   I forwarded email to employee.

I then emailed him that "For next time, I suggest you compile a list of the relevant clients with their contact information along with calendar reminders of when to send updates that way you will know which clients are looking for updates and you won't forget to send updates."

As usual, he got very upset, very defensive and said.  That is not the issue.  THe issue is that I was never informed that I have to send updates and because of our convoluted process, I did not get a list of client contact information.

I told him that I'll make sure that in the future he gets a list of clients - that he should have gotten them and that I thought he knew that progress emails needed to be sent.

He went off as usual and then for another reason I was going through the information I originally sent him and that he got and realized I DID tell him to send progress reports and that he DID receive a list of client information.

THe issue came up on Monday and now I think it's petty to go to him after the fact and say "hey, you DID know to send progress notes and you DID have client info."  EWspecially since I was SO passive and nice originally by not reprimanding him, but saying "in the future, you should....."

So, that's just one example.  They are never the same thing and he always blames someone or something else.

"You never told me to make this request on the form - you told me to call XYZ and ask"   (I would never tell him to call XYZ as that's not the way things are done, but it becomes a he=said/she-said thing.

"I received the information too late"

"I told XYZ to do it, but she never did and I thought she had taken care of it"

Bottom line is I think he's lazy and tries to do as little as possible.  He depends on me and others to remind him or guide him with step by step to-dos.  Also, it's hard to identify because parts of the job are things you could really slack off at without getting caught (think group projects or conference calls where you could be one of the people that participates a lot or someone that doesn't say a word but just shows up and sits there).  I get the impression from the few times I've listened in or the times I've asked him detailed questions and he wouldn't know - that he just sits there.

AUGH, I'm so frustrated.  I don't know how to handle this.[/quote]

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