Anonymous wrote:"I have listened to your views and respectfully don't agree. The decision is now made. Please execute."

This. If you don't do this and you get nothing accomplished as a result, OP will take the fall. Not this guy.

Anonymous wrote:Are you sure you are in compliance with policy and this guy is actually looking out for you?

DP. This made me lol and shake my head. He is unrealistic, immature and entitled.

"I have listened to your views and respectfully don't agree. The decision is now made. Please execute."

PIP

Are you sure you are in compliance with policy and this guy is actually looking out for you?

Is it possible this person just is not in the right job ?
If yes, then talk with HR and see if the person can be let go (possibly with some severance package).

It's okay to debate and discuss, up until you've made your decision. Then the expectation is that the matter is closed and they support the final decision or they're not on the team.

When I run across this kind of person, I convince them that their talents would be more useful and appreciated in a different role far far away from me.

Anonymous wrote:

Anonymous wrote:How long has he worked under your supervision? What do you mean you "can't" delegate to him? What is your workplace's hiring situation (how easy is it to PIP, fire, or replacement hire)?

2-3y.
what i mean is like my job for example is to find a way to 'yes'. how can we achieve xyz thing for the company. That requires a lot of outside of the box thinking, diplomacy, creativity and business savvy. This person comes from a place of no, and doesn't seem interested to flex or grasp the other pieces. Occasionally if commanded, they will put on a show of trying to be this way. But it's few and far between.

If this is the case, this role isn’t a fit for him. Put in your big manager drawers and move him out. PIP, or a more suitable role.

Anonymous wrote:How long has he worked under your supervision? What do you mean you "can't" delegate to him? What is your workplace's hiring situation (how easy is it to PIP, fire, or replacement hire)?

2-3y.
what i mean is like my job for example is to find a way to 'yes'. how can we achieve xyz thing for the company. That requires a lot of outside of the box thinking, diplomacy, creativity and business savvy. This person comes from a place of no, and doesn't seem interested to flex or grasp the other pieces. Occasionally if commanded, they will put on a show of trying to be this way. But it's few and far between.

Anonymous wrote:

Anonymous wrote:I'm sending some pushback from you. Let's schedule a meeting so we can discuss that if you think that would help. In the meantime do X

*sensing*

op - i mean some version of this is every one of our 1:1s.
but it's EVERYTHING

Anonymous wrote:I'm sending some pushback from you. Let's schedule a meeting so we can discuss that if you think that would help. In the meantime do X

*sensing*

I'm sending some pushback from you. Let's schedule a meeting so we can discuss that if you think that would help. In the meantime do X

How long has he worked under your supervision? What do you mean you "can't" delegate to him? What is your workplace's hiring situation (how easy is it to PIP, fire, or replacement hire)?

Just to lay the groundwork, I am the kind of manager who gets a fair bit of feedback bc I am pretty open and solicit it. But I have one report who pushes back against absolutely everything. He also doesn't seem to understand the nature of business and gets annoyed about things that are easily explained by needing to make a profit and not lay ppl off. The fact that he is like this means I can't delegate to him which means i have massive amounts more to do. I have tried to manage in a way as to demonstrate the philosophy of not dying on every. hill, but it's not working. Any advice?