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Somebody please explain me Elon’s tweets
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Mentor
Is this hire person still within the 30-60-90 onboarding period?
What was the onboarding training like?
Was there ever a point where this person could do the work on their own?
When you talk with this person, are they stuck? Overwhelmed? Don’t realize what happened? Would they be a better fit elsewhere in the company?
In my situation, I had a union shop with someone in the union that had bounced through 4 departments before mine. So, when we saw this happening, we re-did the onboarding with a check list and a sign off. This included a list of expectations and how long the task should take and when it should happen.
When that didn’t work, we ended up doing a pip situation where we basically had to do everything in the onboarding again with a lot of extra documents.
Lots of documentation, lots of micromanaging the training and time.
Mentor
I’m currently going through my own version of 30-60-90. The first month new to the company and the project was just a wash in my productivity. But I have had lots of notes and I’m catching up. But still feel like I’m missing things.
As a former manager, I would suggest a few things that is a form of micromanagement in the moment of the meeting.
1) have them take notes of your Monday call and send them to you after the call.
2) have them show you a schedule of what they have to do during the week. (The assumption here is that they have 80-90% already down on paper).
3) as the direct manager, you need to share with this person they are not meeting expectations and you (or the PMO) should have a checklist of what expectations look like.
4) have this person tell you in their own words what needs to be done, how they make decisions, and if they don’t know… how they are going to find out this information (on their own)
5) have a talk about what initiative looks like at the company and on these projects.
If you don’t have time to coach / mentor, can you pair them up with another pm to talk through processes?
Check in with them to be sure they understand your expectation for initiative. Since you are looking for them to self manage, ask them to reach out with priorities and estimated timelines on Mondays and status updates on Fridays for a couple of weeks to reach alignment with your expectations. It doesn’t sound like they are planning for themselves yet.
We have Monday check-ins to discuss priorities so I will make it a point to get their feedback and realign for the new year. Friday status updates might encourage a little more progress.
UPDATE: I had a call with my boss to share feedback on this employee. We made a plan to emphasize project ownership on our 1:1 and team checkins. It was great to confirm my expectations, especially around urgency/timing of completing tasks. I'm glad I brought up the issue.