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[quote=Anonymous][quote=Anonymous][quote=Anonymous]This one’s 100% on me. We had funding for an additional position finally be approved about 3-4 years of ‘no not right now’ and pulled the trigger on a candidate who was incredible on paper (great education, great work experience, interviewed well) and was a diversity hire(simply a bonus, based off interviews she 100% was the best candidate). My team said ‘wait it out and let’s do another batch of interviews’. Last we did that, funding was pulled.

She has now been in role for about 6 months and is no better off than she was a month in. [b]I’m constantly reminding her of her scope of work, to stop focusing on things that aren’t hers, and our monthly check ins don’t seem to be working. She refuses to assimilate to company culture (coming in for team meetings/executive engagement), & takes plenty of personal time during the day.[/b] It’s all around a bad hire.

My two other employees have been at the company for 7+ years, they are at wits end with her. Not only is she bad at her job, she approves things from our budget without reason & is condescending to the other people in the office. I’m not even sure how to handle this, completely over my head. This lady is in her 40’s so has been around the professional world  for a while but she seems to function more like someone fresh out of college.

Do I push her out? Do we PIP her? I’m afraid if she isn’t removed, I’ll lose two other people on my team who are great. Anyone dealt with this before?[/quote]

Well if you want honesty - I think you and your colleagues are set in our ways, have worked with each other for a while, and are having a hard time dealing with adjusting to having someone new to your group.

It's tough when someone completely new joins a group of people who have been working together for a while and have been set in their ways. [b]Sometimes all it takes is a person formats something incorrectly, doesn't use the correct word in a email, or apparently doesn't pick up on the undercurrent of company culture right away and then everything the person does is just bad. Even when it isn't.[/b]

So how about you go to work tomorrow and start the day accepting that you and your colleagues are struggling and you and your colleagues might need support during this transition. Maybe there is some kind of facilitator that can come in and help you. And if the thought of requesting that embarrasses you or sparks an immediate no way! then you better be willing to do something yourself.

You think she is focusing on things that aren't her work? She just joined your employer 6 months ago. Did you ever think she is trying to learn all she can about all the various areas of the business so she can better understand the role of your team and her work into the larger organization? It's not unreasonable for a new employee to do that.

Monthly check - ins aren't working? How about casual check - ins once a week?

Taking too much personal time during work hours? Please. Don't even pretend that you and your colleagues haven't done the same in the past and do it on occasion now and will do it in the future.

(coming in for team meetings/executive engagement) - what does that even mean? Are employees required to come in for team meetings? Or is it something that you just think employees should do? Maybe the executive engagement isn't all that engaging or maybe it is something your conditioned to do but it's really not making any difference. She is looking from the outside in and it's easier to see worthless practices from that perspective.

[/quote]

Exactly this - it creates a certain narrative about the person in your head and everything else becomes confirmation bias.

She doesn't sound like a slacker if she's getting involved in other people's work. Maybe it's more like roles and boundaries are unclear.[/quote]

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