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We're dealing with something similar at the moment. Their manager is fighting us on letting them go, despite the repeated warnings, PIP, and the negative impact this individual is having on the team.
You definitely have a good point. I have found if they continue, it will never change. It doesn't matter how many corrective actions you give them.
Pro
If you’ve clearly set expectations, given examples, and ensured they understood, you’ve already done the right “informal” steps. When behavior doesn’t shift after a fair opportunity to correct it, formal documentation might give some clarity.
Framing it as: “We’ve talked about this twice informally, and now we need to formally document expectations so we’re aligned on next steps.” helps keep it grounded and fair.
Sounds like the supervisor needs to supervise
Chief
There is a limit. When coaching becomes a loop, escalation protects the wider team.