Looking for advice: I have an analyst (9 months on the job) who still doesn’t get it - repeatedly misses comments, doesn’t follow instructions, slow, etc. I have raised this to both my MDs and they seem to be adopting a “not my problem” approach when I mention it. I had advised against hiring this analyst post internship and my MD insisted that all the issues I highlighted were fixable. I have tried teaching him to no avail and frustration with him is growing. Any suggestions for how to handle?

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I don’t know if it was prudent to let you train him if you had advised against hiring him. Not saying your experience is invalid, just that objectively we’ll never know whether you not wanting him to be hired and subtle other micro aggressions is a factor in his underperformance. In any event put him on a performance improvement plan and follow the process fairly to determine his future at your firm

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Ask your staffer for them to be staffed with someone else on another project so you can get (presumably) consistent feedback from a diverse range of individuals who would be close enough to his work. Sometimes people have a personality clash which impacts productivity, but in most cases including an example I personally saw, some analysts just don’t “get it”

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I'd get the go-ahead to create some sort of evaluation plan that you can use to document and track progress. This will provide you with something more tangible to bring to management and plead your case.

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Have you tried communicating that to the analyst ? Perhaps connecting at a more than just associate- analyst level. Sometimes making people feel comfortable can go a long way.

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