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[quote=Anonymous][quote=Anonymous]OP, before you do anything you need to loop in your higher ups about why he has not yet been fired. I work with someone who’s had performance issues for 20 years. It’s awful, but there is no institutional appetite to fire them so we all just have to muddle through and work around it, and the cascading effects (bad) on everyone else on the team. Since you are new, please figure those dynamics - why are things the way they are?[/quote]

Agreed.  You need to find out from higher up management and/or HR why he has been given the same critique for 10 years, but not one has fired him.  If the management did not want to fire him for those offenses for years, why do you have to fire him for the same issue that has been ignored for many years.  How have previous managers dealt with this issue?  If management has not been willing to fire him for those offenses for 10 years, why do you have to do it?  You could make the case to management that you need to add an additional position to augment what he is doing that he does poorly and have someone else take over those duties and get him to shift to duties that he can do well.

But you have to get higher up management buy-in for why they have let this same issue go for so long and why you have to be the first manager in 10 years that needs to let him go.  And see if you can find a way to repurpose him and get another staff member to work around his faults.[/quote]

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