BLUF: I have recently started a new management role in one of the top 3 companies I always wanted to work for (thanks MT Interview Series). I inherited a poor performer and he needs feedback immediately. MT says wait. What do I do?
I have inherited a poor performer. “He is chaotic, unstructured, and all over the place,” says me boss. “Fix him or get rid of him”. There are no performance reviews on record.
I am following the suggestion of the MT cast on inheriting a poor performer and I am implementing the suggestions made there. My direct appreciated the “clean slate” approach and our first meeting went very well. He liked the thought of a second chance and just a few days later he lets me down by not showing up at one of my boss’ meeting where his attendance was clearly required, he has let me down by simply not showing up for our first one on one, even though he agreed to doing them and it was visibly scheduled in his calendar. There were other, less important occasions of absence as well.
Other people raise an eyebrow when his name comes up, and hint at his erratic work style.
The trinity suggest waiting with feedback. Recent casts on “feedback before it’s time” also suggest that we give feeback but not within “The Model” and to start with positive feedback first.
I have only had 2-3 chances to give him positive feedback which I have done outside of the model.
I don’t what to let the instances that require negative feedback slip by; as I am concerned it will further reinforce his behaviour.
Ideally, I want to keep him, because he has a great amount of knowledge in his field.
What would you do?