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I know you mention trouble finding talent, but you should fire this person. The reason they continue to get away with this behavior and why you'll continue to have trouble is because he's never been held accountable for his actions.
Some of your examples would be immediate probation or termination at my company regardless of whether someone was meeting their numbers.
If you fired him immediately, what would happen with your work? Is there anything you can deprioritize or hand off to someone else to manage while you backfill? Is it really worth the stress of keeping him around at this point?
Regarding saying something better. I use goblin tools. It’s an Ethical AI app.
This app is FANTASTIC.
Get his way. An an example, he needs to travel to Canada for work. He needs a visa to do so. We have sponsored both visa and advance parole Travel doc for him. However, he let both visa expire and stopped traveling , tried to put pressure that the firm to apply for his Canadian PR. This is just one example of the kind of tactics he uses. Managers prior to me also knew him as the bad actor but had to deal with him because of unavailability of talent. While he has been with the co for ages, no prior manager has supported his promotion because of major behavioral issues. I am working to derisk the portfolio he has by adding additional team members. However the derisking is not complete and will take more time. I need to give him written but pc feedback on his annual evaluation as I can’t afford him to leave at this point, despite his extremely poor behavior. Prior managers are aligned that he is not the kind of resource we want on our teams. Suggestions on how to word the feedback.
Examples of other behavior -
Provides no visibility into what he is working on but keeps saying he is busy
Once I called him during work hours on a weekday and he told me not to call him in te afternoon as he takes a nap at that time
Threatens to call HR for minor and reasonable work related asks
If asked for any updates, complains he is being micromanaged (this is when I ask him for an update once a month)
I agree. I’ve been in the situation and it is tough, but it is for the best to fire them in the long run because he’s going to drive the rest of the team crazy and they may leave when they are actually good employees. Also, do not hold back on the performance review. Your metrics are only so much of performance failure to be professional and contribute to the team positively is a discipline allowed offense. I would document heavily and get rid of them. If they sue, that’s on HR for not recommending termination a long time ago. He needs to be written up or fired for stealing time at minimum
Hopefully you have written documentation on the insubordination and refusal to adhere to job requirements. He needs to go before he takes the whole team down.
Good luck I had the same problem and filed several complaints with HR but nobody does anything that person is no longer in my reporting line but is still working in the same job in the bank just a different area.