Hi, I'm at my wit's end regarding improving the performance of a marginal performer of a direct report of mine.
I have a direct report who seems competent, but has caused myself (and my boss) our share of problems as far as small mistakes and dropped balls. When I give negative feedback on such incidents, I can count on getting a litany of justifications and arguments why the issue happened, along with grievances with co-workers and the environment thrown in for good measure. It has gotten to the point where if I have to give him negative feedback, I think to myself "am I ready for another argument?" And the main problem is that if he's arguing, then he's not listening, and has taught himself to ignore such negative feedback - or he's been able to deflect away blame by generating a "cloud of dust" in the past.
The problem, of course, is how to improve his performance. The "right" answer is systemic feedback, but when tried in the past, it just generates the same stream of defensive behavior. I'm being held responsible for his failure to improve by my superior, and the situation is getting serious. Has anyone else had a direct with this pattern of behavior? If so, how did you disarm it?