I have an underperforming team member, whose actions are having a huge detrimental impact on the team and the work area. They do a very distinct role. Months of supporting them to make improvements with coaching, feedback, training and a structured plan and hasn’t helped, so I’ve now invoked the formal procedure which could lead to dismissal.
The employee has mentioned to several of their colleagues that I am bullying them - no formal complaint as yet but I’m sure it is only a matter of time.
What can I do to shore myself up? I’m being as fair, following the procedure and asking for reasonable and measurable improvements. HR and management are happy with the way I’ve handled things.
I don’t ask people what’s being said about me, but people have told me about it - it seems that a lot of the employee’s grumble is that I am constantly bombarding them with emails. I do send them a lot of emails - mainly because I’m frequently having to chase time sensitive tasks that have fallen into a black hole and I’ve been chased about myself (we also need an audit trail for our work), or because when I ask them for things verbally they are often misinterpreted. They also tend to misremember events/conversations etc and have told me on a number of occasions that I asked them to do the opposite of what I actually did ask, so I feel a bit safer with written instructions to be honest.
Any advice? It’s difficult to act natural with someone you know is saying those things about you.
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Employee with performance issues says I’m bullying them
43 replies
Isleepinahedgefund · 18/04/2020 11:50
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