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[quote=Anonymous][quote=Anonymous][quote=Anonymous]I think you’ve got to micromanage her.  Definitely weekly check-ins, ideally daily (just 15 mins).  Status updates on everything, copy you on communications related to most significant projects, etc.  Maybe it will improve her work product, maybe it will inspire her to start looking elsewhere, or maybe it will have no immediate effect.  But it should be good for the other employees’ morale.  They’ll see you’re doing **something,** and you’re handling the messes rather than them. [/quote]

+1. Hopefully she hates being micromanaged and will start looking for a new job.[/quote]

Also, this has the added benefit of giving you stuff to write on the PIP. "#5) Focus on your own tasks and do not be distracted by others' projects." Then when she does it, you can file that away as violation of #5. When you go to HR, you will already have your case made for you by her own hands. Documenting is an extremely time consuming part of putting someone on a PIP. I had someone who was not meeting deadlines (and I mean like 3 weeks late), and I had to go back through my emails to find all the missed deadlines, reminders, failures to communicate, etc. Do it now from the start with the PIP in mind. [/quote]

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