I started a new job recently and inherited a kid whom my leadership loves. My leadership gave him a special project doing the work I’m going to be hiring someone for, so they all think it’s a done deal. However, I’m not one to fall in line and will choose the best candidate for the job with no preferential treatment.

The kid is smart and hungry, which is great. However, I’m noticing behaviors that indicate he’s self-serving and not a team player. I’m not sure I can trust him tbh. Thoughts?

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Ok some real advice bc this thread is messy - The biggest issue I see here is you stating “I’m not one to fall in line.” That’s not how the game works… if leadership loves the kid, you love the kid. The best path here is give them the role formally, but keep very detailed documentation on feedback and start to build the case for why they aren’t performing in the role if that’s the case. Then you can eventually replace them using that documentation. It’s a win win - leadership feels like they got what they wanted and then you eventually get what you want. Yes it takes longer but you preserve any social capital you have.

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At what age do we stop being “kids” to the boomers?

likefunny

A2, when you start calling people "kids"

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1. On more than one occasion he’s hosted meetings or sent emails to my leadership that should have gone through me.

My bosses always reply and add me to the thread.

2. He’s hoarding this project and, even after asking, not giving me status when I ask.
3. Every issue is someone else’s fault, never his. Very condescending/elitism attitude about others behind their back.

likehelpful

Maybe it’s because you are the new person stepping in trying to micromanage. Why do you need to be a middleman if he is directly interacting with leadership (if he wants to take on the risk of failure directly, let him - your leadership obviously knows what’s up by copying you on emails)? What value does “asking for status updates” provide? Being a manager is not about bossing people around, it’s about being additive to their work. It’s on you to build that trust with him, not the other way around.

likefunny

Did you give that feedback and see how they respond?

likehelpful

90 days… wtf. We need to move faster than that.

If there truly is an issue, I can’t imagine waiting 90 days.

Omg y’all are so damn sensitive. He and I are likely the same age-ish. I’m 29. Just checked LinkedIn, and he and I both started undergrad the same year.

I just happen to be like 3 levels above him at work.

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Op is not liked by leadership

Update: I’d like to modify my original post and replace “kid” with “junior employee”.

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What is happening in this thread

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Fall in line!

funny

💀

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funny

People like OP make me never want to go in house/private. The “hierarchy” is an inhibitor to getting things done fast.

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You don’t sound ready to be managing people your age or older. These are very typical politics you deal with in industry and based on your responses, sounds like you haven’t handled it properly.

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If you don’t mind, could you share relative age difference and YOE? I am curious what you may be considering “a kid”… I certainly feel like my more senior colleagues can consider me the same so hoping for a data point.

Also would be nice to know an example behavior or two that the person has demonstrated which makes you question their intentions.

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They are both about the same age. OP mentioned that they started/ended school in the same year. “Kid” was a term he was using to inappropriately put this person down.

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Do you own the financials / the forecast?

I guess it comes between your leadership and yourself on who gets to be followed. If you didn't have the financials, then I can see your leaders writing down his name and you don't get a say.

smart

What behaviors are you noticing?

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