Directs that don't keep track of tasks....
New manager here! *waves* :D
I have a direct report I've known for about 2 years. He came to my current company from our prior employer. I've been his manager for about 6 months. He's a programmer and he's good at what he does. He's laid back, which is ok, but this new place of employment demands a lot more from us than our prior employer did. As a result, we all have a lot of balls in the air at a time.
My issue with this direct is that he seems to be relying on me to keep track of his tasks. For example, I asked him last week during the team meeting to take the task of finding out what our patch levels were on the application, find out what has come out since we last patched and what we might need for year end. I asked him where he was on that task during our one on one. He'd not done anything on it. He wanted direction on how to accomplish this task, so I told him to work with the tech lead to determine the best way to get the information. When the tech lead asked him why he needed this information, he told the tech lead to ask me!! My response to him was to check his notes from last weeks meeting and to tell me why I might be asking this question. His response was, 'I don't know, maybe due to the Open Enrollment setup?'. My response was 'Exactly!' and I repeated what I had told him during the team meeting. His response was that he didn't remember any of what I'd asked him to do in the team meeting!! :shock:
This is just one example where he's just not kept track of what he is responsible for. There are many more. I am tempted to hand everyone on my team a notebook and tell them to use it to keep track of things they need to do and that I will be checking them, but that seems too micro-managerial to me.
I need him to step up and he can only do this if I provide him with feedback. Problem is, I am having trouble figuring out what to say and how to say it.