To feel utterly ill equipped to deal with this situation at work?

[GobbleHobble]

I'm a middle manager working with a team of my own staff and my own contractors on a high value client project.

The contractor who is in the project manager role is a nice guy. I hired him a few Months ago, but he doesn't have enough drive or proactivity that you'd expect, a bit too nice for the job, but 20+ year CV was good and talked a good game so hasn't been an issue really - unfortunately our work now truly has started to ramp up and we are facing really tight deadlines that cannot move (literally, it's akin to say, a bridge needing to open or a hotel admitting its first guests or a wedding venue revamp). Unless there's a legal blocker, we MUST hit deadlines, reducing scope or quality if needed.

A senior client staff member, who hire6d my firm, has had a word with me (I'm not senior management but I know him so I think he felt most comfortable flagging this to me) to say he's not happy with our PM. He is "not on top of things", "Seems all over the place" and upon reporting this to my own mostly absent manager, I've been given the task of replacing him. I know how to get HR help for a staff member who's not performing (performance plans. Objectives. Out if not met. Ensure no discrimination etc) but literally never dealt with a contractor who's being replaced.

I can deal with hiring a replacement but no idea how it works normally for handovers, telling the poor guy. Etc. (What's worst here is Nice PM has no idea of what's coming, and I already know he's been struggling over lockdowns with an ill family member, which I've been (unusually) accomodating at working around, to significant cost to myself.)

I've asked for advice on how to do the transition but my manager basically said "don't care, get him replaced and gone". We can dismiss contractors without notice and they surrender laptops immediately etc. Although this would make my few weeks a painful time due to no handover.

If you were me, how would you do this? Tell him and get rid on the spot? Warn him, ask him to work 2 weeks notice? Bring in his replacement quietly as "support" then get rid of Nice PM after 2 weeks shadowing?

I realize my company has a fairly ruthless way of dealing with this if I seek HR input but I'm also aware we don't treat people as humans in many cases. I'm sure what the best strategy here at all, since it's easy for my manager to tell me to get rid when it's not him being the messager!

YABU - grow a backbone, contractors know they're expendable
YANBU - try a less harsh tactic to replacing Nice PM

It’s quite something when you have to turn to an Internet forum asking anonymous people how to do your job because the person who is paid to manage you has dismissed it and told you they “don’t care” and to just do it.

This isn’t meant to be nasty to you, it’s meant to say your manager is being really unhelpful and crap.

I’m not a middle manager and have never been one, so have no clue. That’s what your manager is supposed to do.

Contractors are well aware that they can be fired immediately. The PM is probably aware that they are underperforming. I would be worried if they didn't with 20 years experience

You can treat them with empathy and humanity while still letting them go. Bringing in a replacement under the cover of "support" is NOT a compassionate way to deal with the situation at all.

Swift, factual, offer an exit interview if appropriate to give them a chance to feed back. But if you are being told this is required, then you have no choice but to act.

Can you have a chat with him and tell up to up his game or has it gone too far for that?

YANBU - give the contractor a heads up 100% if you can (make sure you're not in breach of your workplaces rules). Contractors know they don't get the same notice as employees, but as someone who was a contractor - and watched someone get sacked with no notice then walked off site randomly one morning - he will appreciate the notice and it gives him a chance to speak to his agency to get a job elsewhere. "Expendable" is a horrid way to view employees, even if he's not quite reaching the expectations of the role, he's still a person who deserves a heads up!

@Griefmonster

Contractors are well aware that they can be fired immediately. The PM is probably aware that they are underperforming. I would be worried if they didn't with 20 years experience

You can treat them with empathy and humanity while still letting them go. Bringing in a replacement under the cover of "support" is NOT a compassionate way to deal with the situation at all.

Swift, factual, offer an exit interview if appropriate to give them a chance to feed back. But if you are being told this is required, then you have no choice but to act.

^wss.

Kinder to pull the trigger and be done. Also what you've been specifically told to do.

Soft soaping it and replacing him before he actually leaves is a sop to your feelings, not his.

If the project is going to shit he could even be relieved in some way I suppose.

Can you tell him he will be leaving the job effective immediately but offer a salary to cover an extra 2 weeks or something to give him some time and help with his bills. I think it might be kinder to do it quickly like ripping off a plaster. As you said earlier - you have already been very accommodating. Plus maybe think about going for a promotion at work. You seem to be running this project but not getting paid for it! Xxx

I’d sit down with him and give him 2 weeks notice, I don’t know if that’s the done thing but everyone deserves that at least, especially after last year.

Grow a backbone and do whichever option will be best or at least the least disruptive for the project

Honesty is the best policy here. He needs to be told that a decision has been made regarding his suitability for the role, but a difficult message can still be delivered with kindness and empathy. Is there the possibility to pay him in lieu of notice to give him time to find another role? It sounds like with his CV and interview skills he will find another role quickly.

I am a senior manager and have had various PMs (both FTE and contractor) reporting into me in the last few years. I'd dismiss the contractor straight away and get a replacement. Be honest about the performance, include any missed deadlines and facts that you can. The contractor will be aware they're not performing. Good luck.

Sorry about kisses! Accidental.

@PickleAF

YANBU - give the contractor a heads up 100% if you can (make sure you're not in breach of your workplaces rules). Contractors know they don't get the same notice as employees, but as someone who was a contractor - and watched someone get sacked with no notice then walked off site randomly one morning - he will appreciate the notice and it gives him a chance to speak to his agency to get a job elsewhere. "Expendable" is a horrid way to view employees, even if he's not quite reaching the expectations of the role, he's still a person who deserves a heads up!

Excellent advice. I’ve both worked as and hired contractors, this is how I’d handle it. If you can afford two in tandem for a couple of weeks, Mr Nice Guy will do a handover in appreciation for the opportunity to have a couple of weeks to look for his next contract while still being paid.

@Griefmonster

Contractors are well aware that they can be fired immediately. The PM is probably aware that they are underperforming. I would be worried if they didn't with 20 years experience

You can treat them with empathy and humanity while still letting them go. Bringing in a replacement under the cover of "support" is NOT a compassionate way to deal with the situation at all.

Swift, factual, offer an exit interview if appropriate to give them a chance to feed back. But if you are being told this is required, then you have no choice but to act.

All of this. Excellently put.

You are way over-thinking this OP. He's a contractor. It's fine to remove him with no notice, and is what you should do.

I’m a senior manager and manage both employees and contractors.

My advice would be to not go down the route of treating a contractor like an employee- there needs to be very clear delineation between the two. Do not give him “notice” like you would an employee, unless the contract that’s in place for his services specifies one.

You need to have a frank chat- unfortunately it’s not going well, client feedback has been poor, and he’s off the project.

Huge sympathy to you. Your manager is the one who should be sacked. Unfortunately you are going to have to ditch the “nice but ineffectual” manager. Work out how to protect yourself. If there is any problems, you are next to get sacked - not your manager.

The fact your useless manager has job security but others do not is a massive red flag.

Stop worrying about the nice PM and worry about your own career with this place.

Good luck!

Your manager is the one who should be sacked.
Why on Earth? Her manager has tasked her with a simple job. Not a lovely one, but a clear task that it is her role to do.

The fact your useless manager has job security but others do not is a massive red flag.

What are you on about? The man concerned is a contractor. The nature of that role is you get paid at a higher rate but do not have security, or other benefits.

No red flags at all.

@EarringsandLipstick

Your manager is the one who should be sacked. Why on Earth? Her manager has tasked her with a simple job. Not a lovely one, but a clear task that it is her role to do.

And it was the op who hired him so only right she's the one that fires him. TBH, he's lucky to have lasted as long as he has.

@Bootikin

Huge sympathy to you. Your manager is the one who should be sacked. Unfortunately you are going to have to ditch the “nice but ineffectual” manager. Work out how to protect yourself. If there is any problems, you are next to get sacked - not your manager.

The fact your useless manager has job security but others do not is a massive red flag.

Stop worrying about the nice PM and worry about your own career with this place.

Good luck!

Seems to be quite a bit of projection here.

Why should the senior manager be sacked? It’s the OP who is being ineffectual here. She asked for advice and, as brutal as it may sound, “get him gone and replaced” is pretty spot-on.

Ultimately, the OP has hired someone who isn’t capable of doing the work he was brought in to do. Expecting her manager to correct her mistake would be a very silly thing to do.

He’s probably aware that he’s on borrowed time tbh. I’d be surprised if he reacted with shock.

If you were in his shoes, how would you like to be treated? How do you think a five minute discussion and being marched off the premises would make you feel? A bit shit I would imagine.

I contracted for a long time and had very varying experiences. I must have been fairly good because I never left before my agreed time was up. My experience of different companies and managers varied wildly. Some were very good and some were truly awful which made my job very difficult.

This reflects directly on you. You recruited him and you manage him but possibly not very well as he is failing. What have you done to rectify this? Anything or did you just not notice until it was pointed out to you?

Funnily enough, most people are trying to do their best. Don't be an arsehole when it comes to getting rid of him.

Thanks all. I was trying to figure out the best method of "don't be an arsehole" using this thread (while obviously following my manager's direction to get rid). Appreciate the input, especially from the ex contractors and senior manager views offered here.

Sorry, to answer some specific questions:

you have a chat with him and tell up to up his game or has it gone too far for that

It's gone too far, but Nice PM has had no opportunity to get warned (it's only in the last week our legal deadlines have been set, and they're more strict than anyone could have guessed, so pressure on without much ramp up).

Some posters asked about how he might feel, relieved etc - I genuinely think he's unaware and this will be a shock.

I'm also aware, despite wanting to tread carefully and not be unnecessarily harsh with someone caring for an ill family member as well as ft work, that this incident must surely reflect badly on me due to the fact that I agreed to the hire from a shortlist, I was on the interview panel and have given a thumbs up etc. So it will reflect poorly on me when he's gone.

@GobbleHobble. The fact you posted on here shows how much you want to do the best by the contractor in a horrible situation. I think that's very kind of you. I hope it goes as well as it can.