How many chances do you give a direct report before escalating to your own manager?
I've coached and walked through how to avoid these mistakes, but they keep coming up, and I'm at the point where I don't trust them to do work without needing to triple check. This is a new employee, not junior, and over 3 months in the role, ostensibly with years of relevant experience in their CV but I'm just not seeing it come through.

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I would put it on your manager’s radar now. Come to it as a place for asking for advice and lay out what you’ve tried and ask what you might want to try next.

In the event that you do need to end up firing this person (extreme example but still), you will need a documented history of their issues and your efforts to overcome them. It’s best to get any issues on management’s radar asap. You won’t seem whiny or incompetent if you stick to the facts and seem open to guidance.

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I'm going to flag, but I do think that this is a coachable opportunity. I'm not sure if they're going through something - I don't think this person is putting in zero effort or doesn't care about their job.

Hi!
Before going to your Manager, I would get clear on these questions:
- How clearly did you communicate your expectations? Is there another way you can say it? Did you double check with them if they understood your message?
- What do they say when you ask why certain things keep happening?
- What (if any) additional support can you provide them?
- What support do they say they need to ensure high quality work?
- What is your follow up process to ensure they’re on the right track?
- What was the onboarding process they went through? (And also, what can you improve in that onboarding process for the next new Team Member?)

Ultimately, is there aaaaanything at all that You can do to help them boost their performance?

If there´s nothing that you can think of anymore and you believe that you truly did everything in your power, then go ahead and ask for your Manager´s thoughts on the matter.

Hope this helps and wish you all the best! :)

Btw, if you’d like to chat further, feel free to message me/connect on LI.
I´m a Career Coach and, among other, help my Clients with these kind of topics. Happy to offer any additional insights.

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Be direct with the person so they get it. Pull to the side and say “you are underperforming to my expectations of abc (BE SPECIFIC) , I think you are capable to meet these but currently you are not. What’s else can I do to help you because I’m reaching the final straw and I would like to see improvement by x date?”

Everyone has different experiences and those drive the expectations that each of us have of our work and home life.

Honesty and empathy are great together!

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Minus that last sentence- you don’t need to scare someone into listening to you

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If this person's performance poses a risk to the company, and not just "he could do better but it's okay," then you need to tell your supervisor the situation and seek guidance and advice. If your manager places the responsibility in your hands -- which, really, is where it belongs -- you will have to have a difficult conversation with the employee. I understand why you don't want a "shape up or ship out" conversation. You are probably right in thinking this kind of pressure would make things worse. I just don't know what would things better. You can offer assistance, you can even ask them to come over on your day off to go over job expectations and key elements that this employee is missing. At some point, other employees will see that this employee is getting by with subpar results and either follow suit or harbor resentment for that employee and those who are letting him slide.

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