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It sucks and it is hard but treat this task with empathy and your authentic self will come through. If it's framed all around helping the person be successful and what they need to do for their daily responsibilities, then it's not about the person. It becomes a little easier - but it's never easy. A year is a long time to let this go on and I hope it doesn't reflect poorly on you or impact the team too negatively. Good luck!
You'll have to go through hoops to fire him. Do the easier agency route and move him to a different team/account.
We recently let someone go who wasn’t meeting expectations. The rest of the team appreciated it because it showed how highly we value the bar for creative excellence — we weren’t going to let someone else drag their work down.
Not everyone is a fit for every role. If they aren’t meeting expectations, chances are they are feeling it as well.
I’m glad you gave them so many opportunities to get better. But at a certain point you need to put the rest of the team first and hope they find something that’s a better fit.
PIP is a cover your (& companies) ass document, it’s the justification for terminating.
If it’s been a year and you’ve been providing feedback and working with them on their performance, what do you think the outcome of a 30/60/90 day PIP will be? What do you want the long-term outcome to be?
Even if they ‘pull through’ and meet expectations, it required that type of ‘motivation’ for them to take action, how sustainable is that newfound performance?
Give them 2 weeks severance, get quality short-term freelance as a FTE can be identified and move on, it’s less of a burden on the remainder of the team picking up their slack. If it’s widely known the person is underperforming, there are broader team dynamics that should be considered as well.
What level? If they are good in the fundamentals and just wrong for pharma or the types of tasks on your team you can try to find them another spot. If they are missing the basics, you waited too long, should have fired them 6 months ago.
Side note, from experience last year I took someone onto my team that was entering a PIP on pharma media role. That person is killing it now and makes publicis a better agency. We sometimes put people in the wrong place
After a year, it’s unlikely they’ll step up now
Honestly OP I worked there and the place was f@%ckd. Are you sure it’s not the leadership or the ridiculous time frames for getting things done?