To ask what you think is fair in this situation?

[Spookytoast]

Person A manages 3 people (B, C, and D).

Person B was on long term sick due to stress, but has been back in the office for almost a year, with reasonable adjustments made for their condition. Before going on sick leave B was underperforming and was subject to performance improvement measures.

Persons B, C and D are all contracted to do the same job at the same level.

Since returning to work, Person B hasn’t been working at the level they are paid for, partly due to them underperforming at a the Lower level work (which was supposed to be just to ease B back in).

There is a new upcoming project which person A must decide who to put in charge of. B and C both really want the project. B really needs to start performing at the higher level again in order come off the performance management scheme but A isn’t sure B will be able to cope with the work. B really wants the project to prove that they are still able to work at that level and have felt demotivated working at the lower level, hence the underperforming. C has worked extremely hard this year to prove themselves and A would feel bad overlooking C for this opportunity when they are more than capable.

However A is under a lot of pressure from B and HR to give the project to B so they aren’t disadvantaged when it comes to performance reviews. A is also worried about discriminating against B due to her condition.

What would you say is fair in this situation, and what advice would you give to A, B and C?

Can the job be shared and then reviews at a later depending in everyone’s result?
So B and C start in the project together. Then review in a month (or 3 depending in the length of the project) to see how everyone is doing.
Of B is able to cope, then A keeps the organisation the same.
If B is giving substandard work, then responsibility is moved to C.

The big problem I have is that if you give the job to B and it’s not working (too much stress, underperforming etc...) then you are left in s* with the project.

So the other question is, how vital is the project to the company?

Absolutely give it to C! Why should Be get to basically blackmail the company, 'unless you give me this role lm going to produce substandard work' how can you go along with that?

C
But why is B stuck doing lowerlevel work?

I would give it to C.

For B, I would up the work to previous level if they are feeling demotivated. Presumably the lower level work was provided to decrease stress. If feeling demotivated they are obviously not feeling stressed. So I would up their work to normal and see how they cope.

Easy option - give the project to D

And the tell HR to come up with a less calamitous way to support B

I'd give to C.

And B needs to work on her performance in the lower level work to show she's capable; once that happens consistently she'll be able to work at the higher level. Most jobs, even higher level ones, have elements of repetition/less exciting aspects - they all need to be attended to.

C

If you give it to B, C will get the message that working hard gets them nowhere. And I imagine will start looking for work elsewhere. I know I would.

I'd give it to c.
The good hardworking quiet child who never gets star of the week, as it's given to help booster another child to behave as first child behaves day in and day out - never really ends does it?
Mind, are you a, c or d?

I'd give it to C because he/she deserves it. But shouldn't be given it out of pity especially as he/she isn't performing well at the moment.

C.

B needed to prove before such a project on offer that s/he was capable at performing at the required level, not just when there's something s/he wants on offer.

To not give the project to C would be unfair and not rewarding hard work, something that B hasn't shown to earn it.

Tell HR to butt out on this one. B has to prove capability before being given the good projects, even if s/he's not happy with the work they've been getting.

I take it D just wants to plod on regardless....

I inherited a similar situation at a previous job, although it seems like different fields.

In my case B had been promoted to try to raise performance, it hadn't worked and I was left trying to manage a demotivated, underperforming person who was more senior to colleagues who could do the job better and were more willing to work.

Give it to C.

I would be guided by HR.You do not want a disability discrimination case on your hands
It costs nothing now to bring an ET if you represent yourself and costs company at least £8k just in costs

C has shown themselves capable and wants to do it.

B is struggling in role and has not recently demonstrated the capability to cope without existing responsibilities.

C gets the project. Successful delivery is important. B needs to focus on building resilience.

Good analogy. Children do need motivating though sometimes. Grown adults shouldn't be able to hold their employers to ransom, especially when they have been accommodating.

I am senior in my company but I still have mundane tasks, and muck in if needed on lower level work. I am NEVER impressed by someone saying that something is too simple for them. Go on then, blow me away if it's that simple! Don't make a problem for me by complaining.

Are you C or B, OP? Although it's written from A's point of view there is no mention of D at all in this - doesn't D want the project?

Firstly, to be on a performance management scheme for a year is not good - something isn't working here. You say that B is underperforming because they feel demotivated working at the lower level. A year is a very long time to be paid for a job you are not doing. I have my doubts that HR would push a project on someone though, because it's not something that they would get involved in. They may ask for B to do work of a suitable level, but I doubt they'd know which projects were coming up in enough details to put any pressure on like that. I doubt that bit, tbh. A may well have been asked to get B to do work at the level they are paid for, but not a specific project.

Presumably B has met targets set for them on the performance management scheme, otherwise why has action not been taken?

"B really needs to start performing at the higher level again in order come off the performance management scheme"
They've been back in the office for a year now, I really have to query why they haven't moved back to normal-level work yet. I can understand it starting off lower-level to ease them back in, but - a year? What was the original plan to ease their level back up to normal - and was that plan followed?

I would give it to C
I would sit down with B and tell them why - current performance in job is poor. To get higher level stuff, you need to do the stuff you have well.

If the issue is stress, then going up a level, or having to do a project at a higher level, is going to increase stress.

You need evidence of their ability to cope now, then you will increase their work bit by bit and see how it goes.
That should all be done with HR though shouldn't it?

Alternatively, ask HR what their contingency plan is if B doesn't cope?

Does A have a manager? If so A should escalate this up stating that they feel the project would be better handled by C but HR is putting pressure on to give it to B.

If A doesn't have a manager themselves then A needs to figure out if there's another way to ease B into higher level work. If not, then they need to figure out if ignoring HR's advice is a good idea and if they don't then they need to think of a contingency plan for if B fails to perform/can't handle the work.

Appoint C, put B back onto higher level work on a trial basis with all the necessary support, tell her that if she proves herself at that level she will be in pole position for future projects.

I'd give the project to C (and have done in a similar situation), I'd also cover my butt with every bit of paperwork I could to demonstrate that the project had been assigned on merit.

B is still underperforming - what help is in place/training or re-training offered/mentoring etc to work them back to the higher level? Have any higher level tasks been assigned alongside the lower level ones? Is occupational health (still) involved?

C has been performing consistently at the required (and expected) level, losing out to someone who, they will be very aware, is underperforming will cause issues with morale and justifiable feelings that B is receiving preferential treatment (not just reasonable adjustments).

Knowingly assigning work to a person who you know is not performing to the required standard is poor management, it will quite rightly reflect badly on A (and HR will skate away scott free despite applying pressure).

Not quite the same but a new project came up at a level I have done before and I was interested in doing it but management gave it to a younger colleague who had been off work for six months due to stress because she needs to "make her mark" whereas they seem to think I should be scaling back despite my huge experience in the field. She is now off sick again, already into her second month and the "important project" is being managed by an unqualified temp as we can't reshuffle yet again. On the one hand I am miffed and on the other I think "bloody well serves management right".

So OP, in your case C should definitely get the job as they have proved that you can count on them.

Give it to C. B is clearly a lazy whinyarse who you will probably need to think about 'managing out' of the job soon. S/he will probably go off with 'stress' again soon, whine and slack some more on his/her return and repeat until you finally manage to get rid.