Need advice on how to train/coach a junior analyst (my direct report, internal role, non-consulting staff) in role for 1 year with continued issues. Do I continue trying or is it a lost cause? Details within

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Maybe during your next check-in with him work together to come up with a checklist of things he needs to either review on his work or think through before he comes back to you with a deliverable or task. For example:

1) Have I checked for grammar and spelling?
2) Have I checked for formatting issues?
3) Have I cited my sources?
4) Here are a few sentences synthesizing this deliverable (situation, challenge, action, result): _____
5) Here is a sentence stating my recommended next steps I think should be taken on this deliverable: ____
6) Here is where I need my manager’s help or have a question: _____

Also - make sure you’re being pretty open about specific areas where he needs to improve during check-ins (give examples) and ask what support he needs from you in order to meet those expectations.

likehelpful

Yeah I made a checklist with him a while ago! I will revisit it with him. It’s tough cuz we do a lot of custom, non-repeated analysis so you really have to develop the right mindset.

Junior analyst is in role for about a year. My first time managing someone. He’s good at operational tasks and come a long way on analysis But the analytical skills and critical thinking are still weaker than what we really need on the team. I’m struggling with how to best teach some core habits like proofing your work, common sense gut checks, getting to know your raw data before manipulation, healthy “skepticism” of data sources, etc...I’ve been trying for months in working sessions, 1 on 1s but still feels like 1 step forward 2 steps back with every project. Will this just come with time? How do I train better on these areas? The habits are so ingrained in me, and I try to share my thinking, but I’m really not getting leverage with the current setup. My director said at some point we need to assess if they’re a long term fit for role...is there anything more I can do or is it on them to perform?

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I’ll gladly take his place 🙋🏻‍♀️

funny

In our mid year chat I highlighted the progress made, plus where he needs to focus to take it to next level. Per another comment, maybe he only heard the good...

During your coaching are you telling them what to do better for the project or pointedly saying you're missing the mark? Often times if you address the good with the bad people only hear the good. Think about having separate conversations. Give example deliverables they can mimic.

I had a boss that would just tell me it wasn't right instead of telling me what I did wrong. Hated it at the time but it made me think longer and harder about what I was doing

Maybe it's time for a PIP if it's been a year. Start documentation now just in case

smart

@D1 - Lots of patience and watching behaviors. They respect being direct but really need something good to. No one likes all negative coming it is human psyche. My favorite intern of all time was a brilliant guy but he lacked confidence and was Asperger’s. For 2 years never looked at me in eye but I knew he was because I know the symptoms- before I left he looked at me in eye and gave me the biggest hug and said thank you for believing in me when no one else would. I admit I cried - but went in another cubicle because that meant something. I can sit with a group of new hires for 3 days and see who will do well and who will be challengeS

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Have you given him sample queries to use to check data sets? Some I have I worked with are doh

Also some people have it and others don’t; I detest network design and doing it now. I love data - i eats breathe, and smell it.

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