Managing a Liar

[HowlongdoIwait]

Posting in here for traffic

I currently manage a small team, one of whom I am having some issues with. They are lazy, always chatting or on their phone, they leave their colleagues to pick up tasks, make lots of mistakes, often late, I'm often having to chase for tasks to be completed..........you get the picture.

I have had several conversations with them about the issues and they always have an answer for everything. There is always an excuse why they have or haven't done what I have asked. They also lie to me about what they have done (or not) or said.

They are capable and will often pick up when I have spoken to them, only for them to fall back into old habits again within a few weeks.

Unfortunately I don't always have concrete evidence about the issues without dragging other colleagues into it. The person can become nasty so understandably their colleagues are not keen to get involved.

They are now bad mouthing me to others and playing the victim card. They are making noises about being picked up on everything / picked on and I am waiting for the bullying card to be thrown in!

My question is, how do I handle this? How do I play them at their own game? How do you manage someone who will tell you what they think you want to hear and yet do the opposite.

We don't sit in the same part of the building (it isn't possible) so I'm not able to see what they are doing at all times.

You don’t play anyone.
All requests to be documented - email, slack, whatever written communications. If it’s not done, you start performance managing. The commentary is always going to happen behind manager’s backs it’s just the way the cookie crumbles. If it impacts you, you can get someone else to step in. But you need to take control in this as they’re walking all over you right now.

Document everything, including expectations around behaviour (phone use, punctuality, taking on tasks etc) as well as outcomes.

Offer tonnes of support to get them to where they need to be.

They probably won’t get there, as they sound just like a generally awful person. But that will give the paper trail you need to get rid.

Obvs talk to HR about all of this!

Hi
This sounds like someone I work with! You are in a difficult position esp re the bullying card.

You need evidence that the excuses they are offering are nonsense.
I would sit them down and pick up one or 2 things that you have an issue with eg because x has to be filled in on y date. They say it’s been done? Where is it? Make them prove they have done it. Put it in your hand.

Go through their work with a fine tooth comb and identify the issues. Write them a long email including everything all the issues you’ve identified and that they’ve offered an excuse for. Pin them down to their answers on a couple of issues so you can prove they’re not doing their job.
What is their role?
Document their lateness. You will also have to do the same with the rest of the team so you’re not seen to single them out. Conduct a department productivity review and analyse your stats closely. Hopefully it will become apparent they are not pulling their weight, then you can have a conversation about this with HR present.

💐

Why are you managing someone who is nowhere near you in terms of their work?

Can you look at a closer manager taking them on?

How long have they been there?

Is there a better way of gathering evidence? Does anything meet the gross misconduct threshold? Are other management nearby to assist?

As other have said:-

document
focus on facts
raise concerns via formal conversations with your own senior and through appropriate performance routes

FWIW - we have someone like this in our team and I get frustrated that they appear to get away with stuff. Though I do think my manager is fully aware and they are unpleasant to interact with. So I am sure the other team members will be grateful.

Focus on the facts of their work.

My goodness, are you managing the guy who I was managing last year?!??? I really hope not.

never underestimate how nasty and manipulative some people can be, nor how gullible some manager are when believing lies about you.

i found this out the hard way. Advice based on what I went through:

Don’t put a foot wrong, no matter how angry they make you feel.
document everything and save screenshots. Don’t assume you’ll remember what happened. Keep notes of dates.
keep consistent channels of communication with your seniors so whatever lies this person is telling are neutralised simply by your positive nature. I didn’t do this and it allowed seniors to decide lies were true simply because I was being quiet.

if you think this might go further I am happy to give more advice (eg grievance, ACAS).

Thank you all. Some really helpful advice. I have been keeping notes but definitely need to make more and be very specific in my examples.

I keep hoping they will leave but no such luck so far!

Takes determination I feel! Keep nose to grindstone. Clear objectives with a timeframe. Monitor whether meeting objectives then have a meeting to review and note their excuses. If not meeting objectives, flag to HR and arrange for them to sit in a mtg to discuss and hear the excuses… which you will already be aware of (as per your discussion where you have listened to their excuses) and have checked up to see if the excuses check out!

💐

How long have they worked for the organisation? If it’s less than two years you can just sack them.

If you have a HR department, go to them and describe the problem. They should then have a procedure that you can implement, with them monitoring it and having your back, to help you manage this person's performance objectively.

If you don't have a HR department, ask your manager instead for advice on how to manage the situation.

In the meanwhile, document every interaction and prepare for them to play victim.

Edited because I pressed Post by accident