Have you ever managed a white man who thinks he’s performing, but is under performing and seems to have serious issues accepting feedback, is unable to communicate in a succinct top down way, and is a bit messy with delivery? I inherited this person.

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Wtf! Why do you need to call out that he’s a white man?

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Sure did!

funny

You need to have some words with the person who passed him to you. Recap every convo with an email. “I thought it would be helpful to have a recap of our convo” - give real time feedback and over time you can say this is an example of that. Give him positive too. Put him in a training if you can. And when all else fails say - oh, you don’t even know you’re doing it. And laugh. And when he says what. Say mansplain and arrogance.

likesmart

She is looong gone

I LOVE this advice

Thank you 🙏

Thank you ladies!

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What SVP 1 said. Additionally if performance is already underwhelming there should be clear examples. That’s grounds for to create a PIP and gives time frame to turn it around

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Yes, it was very challenging 😔 and to be honest I couldn't really get through to him.

The main issue was that his key client absolutely loved him. He was very charming, it was unbelievable to see him work his magic. But it was incredibly toxic internally. No one wanted to work with him, no one could pick his work if he was away, he booked work internally at the very last minute... The list goes on. It was a nightmare!

I set clear objectives with him that addressed the key areas he needed to improve on, with clear measurables. But he never really worked towards them. During performance reviews he would argue that the extra money he was bringing him was more important than what he wasn't doing. We held him back from a promotion because of it, and he grew more and more bitter, and eventually went to work for that client.

Although I was unsuccessful with him, I think that is all you can do. Clearly outline what the expectations are and ask them to set a clear path to achieve them. It helps if they draft this plan with your help instead of you dictating it. And then continue to assess them on those objectives. Make sure there's no ambiguity on what's considered achieved vs not achieved.

Good luck! It's a tough situation for any manager

smart

I lived this recently and in attempting to take the gentle route I shot myself in the foot because even though the person had been underperforming long before I showed up, suddenly his performance was put on me.

Like others have already stated, set clear expectations, document everything, put him on a PIP, and if he doesn’t improve you have a paper trail showing you’ve done everything possible to get him to where he needs to be but he didn’t do his part.

Coach up or out but always start with up. 🙌🏾

smart

Put everything in writing to him. As I was once told, force him to look at himself.

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