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Appeal to their sense of pride in doing good work, and if that doesn’t do it then try for their sense of shame. Help them understand it’s not a good long term career move to burn bridges
Did this person previously deliver good work? If there has been a change, set up a 1:1 meeting and ask what is going on, maybe something is happening at home. Maybe this person is going through things some difficulties that impact the work. Start with a conversation -be direct, say the past couple of weeks your work has not been up to standards. What is going on? Do you need help? What can we do to help you? Look for a plan for their success. If there are personal reasons that have caused their work to drop-helping then see a way to get help-or that someone cares can do wonders.
Sorry about you having to pick up the slack but building trust and loyalty can be invaluable. The world is small. Chances are you will cross paths again.
OP, it still remains your responsibility to manage this person as the more senior/experienced leader. You're not always going to have wonderful direct reports I'm sure you know. We offered some advice already. You need to connect directly with this person, share your observations and feedback in a non accusatory way, give them space to explain how they see things, listen without getting defensive or bossy. Define clearly what they need to do in order to improve and be very granular and specific and add deadlines (essentially putting them on performance improvement plan) and go from there. Clear objective metrics will be your friend. Also consult your own boss for management advice and other senior folks whose style you admire. Read up some management books and take some classes too. This stuff is real and hard, you don't only learn along the way or rely on your own devices to figure it out. There is formal management training involved too that's helpful.
I would start by not thinking of them as “subordinate.”
People are motivated to deliver well to managers they respect - perhaps knowing they are soon rolling off your team has made them willing to display their true feelings about your leadership. Flag to their new manager and give them an honest exit review telling them the things you admire and things they’ll need to work on in order to continue being successful.
If this person has consistently performed like this, you need to flag it, even casually, to their new supervisors. But before you do that, if you haven’t already, talk to them and try to get to the root of the behavior.
I would also try to comment on the past when this person was doing good work-and comment how nice it was to work then but there seems to be a shift. Try to not come off as -I am your supervisor you must do as I say-but more about-what is going on? how can I help you be successful?
Been working with subordinate who used to be good but over the past few weeks has gotten lazier, consistently delivers shitty work that the team has to redo. Today for example, spent hours re-doing 3 reports (s)he was tasked with, had 2 weeks to work on (in addition to standard weekly tasks) but rushed to do it in an afternoon. When I say shitty, it was riddled with errors, repeated in multiple places, and didn't incorporate the basic feedback shared when the project had been briefed to him/her a few weeks ago. When asked, the person tried to validated the work saying it was "good" instead of listening to the feedback. Due to the delivery period (projects were due by today, but drafts were sent at COB for review to me), wasn't available to fix/resolve issues leaving me to clean up the project. The only saving grace in that the person is transitioning off my account in a few weeks, but this behavior isn't acceptable AT ALL. What should or can I do to address this?
It looks like there is more to it than what you have mentioned in this post - What are the behaviors this employee is exhibiting that make you feel like this person doesn’t respect authority. If you have a poor relationship with this employee, you might need to work on the relationship even if this person is moving off your team - you never know where both of you might end up next and wouldn’t want to have someone bad mouthing you to others in the industry
@Director - it's not only me who has concerns about this person not listening. At first I thought it might because I'm a minority in a leadership role, but have witnessed this person exhibit the saw attitude/disrespect to others in similar roles (same gender/background as this person). It's one of the reasons the person is moving off (not at my request but others who also manage the business. Note the person is my direct subordinate but the other people involved work on the day-to-day business with the person).
@Director - in terms of behaviors if given feedback, will always try to "explain" why the way (s)he is right, consistently misses deadlines (even ones mutually agreed on), often doesn't value the time of others (as Supervisor, person will walk over to my desk and speak to me, when you can physically tell I'm on the phone AND sends things on his schedule knowing that others would need to QA/review for deliverables due that day). It's a series of micro-aggressions that when you add them up are concerning.
Yeah, OP - you said they used to be good and we asked more about that, but you haven't addressed that aspect of your comment. Good luck, hope it works out.
Wish them well
They are tasked with a job they are being paid for. Furthermore, if they are not performing to your/company standards as agreed to their scope of responsibilities then have a sit down and review all the shortfalls and how to fix. Document it and agree to a timeline to correct the issues. If that time line is not met, it’s time to move on. This “everyone gets a trophy” mentality is eroding our industry. It used to be very simple, if you don’t your job, respect/listen to your superiors, you got fired. If this is done in a professional and respectful manner, no one has fear “you may work with this person again in the future”