I need advice guys. I brought another black employee onto the project to give her visibility and opportunity to work with fast pace, impactful group. But her she’s late on deadlines, her work lacks luster. I’ve asked if everything was okay, she said it was. I told her the team’s concerns and she said she understands, I offered her my personal help and other resources. She’s still not doing well. What should I do? There’s no time to really dote over her.

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It sounds like you have to do what you have to do, playa!

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From my point of view: 2 options really:

1) micromanage and pick up her slack by holding her hand and training her up. More effort/input from you
2) or cut your losses and remove from project, etc.

This happens sometimes, unfortunately, but keeping looking out, someone will take advantage of the opportunity.

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You did a great job by bringing them into this project, and there must be a good reason that you recommended them. At this point, if they’re not performing well, it’s out of your hands.

It could be that she’s overwhelmed or has a personal issue that she’s dealing with. If you feel comfortable with genuinely sharing your concern with their manager, it might help her get support. All depends on the culture of your team, of course.

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Hi, correct me if i am wrong but it sounds like you are tying her performance on your project to her race? Don’t you think that’s a a bit racist or colorist? It doesn’t put people of that race in a positive light. I just wanted to put it out there? I hope i am wrong though.

I think you should give her an ultimatum to enhance her job performance or recommend her for a performance improvement program (PIP)which is not the best for her career and growth in the company.
If all fails, i guess she has to be let go.

funnysmart

Not tying her performance to her race. I did see her race as a reason to give her an opportunity. I would not have had the opportunities that I’ve had if it weren’t for someone looking out for me, especially being black. Honestly, Giving her an opportunity to work on this team, is the reason I haven’t booted her. I don’t expect stellar performance from her. That isn’t fair, especially if someone has lacked this type of exposure. I just expect for her to try.. ask questions.. take some initiative in certain areas. She’s not even going the basics.

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What’s the why behind her lateness?

Is there something in her individual unique skill set that is truly of value to this project?

Is there a fail up path that you can use that feature to get her off your project and onto someone else’s?

We hold ourselves so much more accountable than others in the workplace; I would like us to prop up our mediocre folks in the same way other groups do….

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Am I missing something?

How is providing an opportunity to another black person racist if the OP did so to provide visibility and opportunity for another person who looks like them?

We advocate forore diversity in corporate spaces, complain about other racial groups and ethnic communities do the same; and then complain when someone puts their own personal brand on the line to be the change we want to see.

If someone could please clarify the statements about racism when the OP does not own the org and has not infact shared any indication of gate keeping, I would love to better understand the perspective.

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Creating access to opportunity is great. However, it’s problematic when you place an unqualified individual into a space where they can’t survive on merit. It becomes racist when the only reason you’re willing to prop them up into positions they’re not cut out for is based solely on the color of their skin. It’s not countering white privilege. It’s copying it.

yea, micromanage is the way to go here. if you don’t have that bandwidth then have someone else do it. It could also look like routine check-ins on the calendar throughout the day

So few things…
Bringing her onto the project simply bc of her race is racist. Second, this is an easy performance issue. Cut your losses. You do her no favors by offering her special treatment bc her next manager won’t be black & she’ll be wholly unprepared.

Set expectations. Hold everyone accountable (with empathy).

Didn’t think I would have to explain the whole prejudice and power criteria for racism… especially in the thread… but anywho…I don’t regret giving a black women an opportunity… nor is it racist, especially with countless amount of research dedicated to how black people especially black women cannot rise in corporate America bc of the prejudices they face… as for your other advice, I appreciate it.

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We can’t help all of us

What would you do if she was not black?

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