{ "media_type": "text", "post_content": "Help! Tips and tricks for managing a poor performer? I’ve never had a poor performer on my team before. I really like this person on a personal level but I just don’t think she’s in the right role. She doesn’t have the skill set for her job and she’s not learning it … but she’ll victimize herself and blame everyone else including me for her inability to do the role. HR isn’t so helpful… this gives me so much stress", "post_id": "616903a6f0fce7003a014b86", "reply_count": 5, "vote_count": 8, "bowl_id": "58f82c12c1ca28001625de38", "bowl_name": "Female Bosses" }

Help! Tips and tricks for managing a poor performer? I’ve never had a poor performer on my team before. I really like this person on a personal level but I just don’t think she’s in the right role. She doesn’t have the skill set for her job and she’s not learning it … but she’ll victimize herself and blame everyone else including me for her inability to do the role. HR isn’t so helpful… this gives me so much stress

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We recently started doing performance reviews. Every employee (we have about 55) met with their direct manager, the head of our office/company, and our HR director for the initial meeting. We framed everything as positively as we could, making it clear that every single person would have improvement objectives because everyone can always get better; that softened the blow for the people who we were having issues with. About half were put on improvement plans- they had 90 days to complete it with check-ins every 30 days (usually just with their manager and maybe HR). If they completed it successfully, they received their annual raise, if not, we suggested they start to look for alternate employment since this is probably just not a great fit. We made a point to let them know they had access to whatever resources we could provide to help them achieve their improvement objectives so the onus was not just on them, but also management. Pretty much everyone loved the performance reviews because wot gave them an opportunity to give feedback, have the undivided attention of management, and received praise and constructive criticism. Management loved it because we had a chance to assess everyone relatively objectively and also to put in writing any issues we were having in case we needed to let someone go. After the initial performance reviews that we tried to do all around the same period time, we decided everyone would have a review on or around the anniversary of their hire date every year. Something like that might help you get the message across to your underperformed without making them feel singled-out, and also give you the support you need if you decide you have to let them go. Good luck!!

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Half of your staff needed to be put on performance reviews??

You can do it 2 ways. Easiest for you is to move her on to the next team and let them deal with it. Or strap yourself in for the long haul and do it properly - coaching and constructive feedback until she improves or realises she's in the wrong job. Second option is the right one but draining and stressful, and you're the one that gets caught in the crossfire as you're seen as being too demanding or picky. I try and do the second approach but sometimes the easy life of passing them on is the more practical option for your own sanity. I genuinely feel sorry for people who are in the wrong job, as it must be a terrifying place to be when you've normally been successful.

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What's the skillset

What’s the skill set and how long has this employee been in the role?

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