I just came on to a new role as Sr. Director and learned one of my employees is not very strong and to let Sr. Leadership know when I want to put them on a PIP. How would you handle this? I’m obviously going to form my own opinions first but it sounds like this has been festering awhile.

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How long have you been in this role? You said you are new but how new? Have you taken the time to talk with the said employees and see how you can help? What have you done since you joined to understand and managed the situation? Most importantly, what have you done to make sure the said employees has the needed support to thrive in their role. These are some of the questions you should ask then determine if you have truly exhausted all options and done everything to change the situation to a more positive one. If the answer is yes, then re-visit the PIP option to decide if you believe that will get you the result you are hoping to get.

likesmart

great response

I agree with M1. I think you need to take your own assessment, and give it some time before you just put this person on PIP. PIP is often a fast tracked to getting laid off, so rather than affecting this person's whole livelihood based off other's perceptions of them, I'd make sure you feel this is the best path before doing that.

Was it the previous sr director that told you about the underperforming employee? Personally I would wait to assess this employee myself. Maybe I personally enjoy their working style , etc.

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