I hired a mid-level producer about six months ago who has continuously been dropping the ball. I’ve tried delivering feedback in our casual 1:1s but nothing seems to stick. I’m thinking now they may not be equipped to handle the job in general, which I blame myself as I hired this person. Today I’m about to sit down with them formally, go through a total list of grievances, and have a “come to Jesus” moment I suppose. Any advice how I can approach this in the most empathetic/kind way possible?

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Thanks all. Actually, it went pretty well. He was a little bummed out but understood and committed to working towards improvement . We sat down all last week and drafted a very concrete list of roles and responsibilities, almost in check list form and every week he wants to meet with me to show me his status/progress. We also drafted 60/90/120 day goals for some of the larger more complex issues.

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That’s great! Sometimes we fall off-course and it’s good to hear he’s willing to work with to you on this.

Was going to say make sure you work with HR but your reply is unfortunate.

The next step should really be a formal performance plan. Rather than a list of grievances or calling it a Come to Jesus meeting (I’m sure you’re just using that here), create a formal list of performance metrics and expectations and set a 3 month check in. If they aren’t delivering to those metrics by then you should be speaking to HR about letting them go.

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I’ve had these types of convos and call them “Success Plans” that outline 3-5 behaviors to focus on for the next quarter. It’ll be things around setting and communicating milestones ahead of final due dates, progress sent 1-2 times per week (Wed and Fri) with next steps, and communicating minimum of 2 days in advance if a milestone will not be reached.

PIPs automatically freak people out, so I focus on my expectations in a structured way during the 1:1 and follow up with it all in an email. That way there’s written documentation prior to starting the PIP process that you’ve been trying.

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Unfortunately my HR department is completely useless in these situations but that’s another thread for another time 😂

I am thankful to have not been in this situation but an curious to learn how you handled it and how it turned out.

Can you share follow ups of how it went? Thank you

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