To say no to colleague?

[Benchpress]

I have a new person join my team who honestly isn’t performing well enough for the grade/salary. I really think she got the job on a fluke. She’s a manager.

for example, she needs a lot of support to
complete any HR action. She shows no initiative and was caught out fudging her flexi sheet and expenses claims. She is acting like a staff member she manages, she will regularly be late to work and be uncontactable through the day

someone she managed made a racist remark today, and as the line manager she has not formally dealt with the situation. She instead said “yeah but she didn’t mean to offend anyone”. Whereas the situation requires a formal meeting and warning consideration

she also has a mentor and has spent around 1 day a week out on mentoring. She now wants a further 3 days per week out to be on an interview panel. Aibu to say no? Ideally if helps me get her out of my hair, I’d say yes. But I have performance concerns so I don’t think it’s appropriate to say yes

My intention of posting was for a sense check that I’m not being unreasonable to deny a development opportunity to her because of my other concerns. eg am I holding a grudge against her unfairly? is it something she’ll try to call me out on? Am I allowing my judgment to be clouded?

Thanks for the advice. I’m not new to management but I am new to this team which has a difficult culture. I am having to drill down on really basic things that weren’t picked up by previous managers so they see me as micromanaging almost. It’s stressful and frustrating. Also my manager gives me zero support - all this happened under his nose but he wasn’t aware.

Before posting I have booked a meeting in with this person. The new manager will get an informal write up, and I will be turning down the interview panel in lieu of her developing in her actual role.

I have informed HR about the racism and a formal investigation will take place. I’m also requesting that this manager takes the lead on unconscious bias training for the wider team.

If she's needing to be trained and disciplined on fundamentals of management and her role why are asking her to take a lead on the unconscious bias training? She needs to focus on the core parts of her job and I wouldn't trust her to do this well anyway

Funnily enough I reviewed her job spec and it states the successful candidate would need to adhere to diversity and equality policies throughout all processes. It’s already a core aspect of her role, she needs the training herself so it’s an opportunity for her to learn with nowhere to hide if she fails to handle something again.

Also she wouldn’t be the one conducting the training, more organising it with business support and relaying the importance in team meetings, sending reminders, checking the team are all booked in etc.

I’m also requesting that this manager takes the lead on unconscious bias training for the wider team. I really wouldn't. They need to go on the training sure, but they need to do their job. The basics of their job first.

So you're making organising the training as some sort of punishment? This is weird. I'd ask someone else who could do with the progression and responsibility.

I just assumed you wanted a bit of a rant, @Benchpress !! I've done my share of managing utter knobheads, and sometimes you know exactly what you have to do, but you just want to sound off and complain to an anonymous audience.

Definitely don't approve the interviewing panel thing, and document all your decisions so that when she kicks up a fuss, you can show your defensible decision-making.

That’s fine, I have others in mind I can ask instead. I’m happy to arrange it myself to ensure it’s done properly too.

@PonyPatter44 honestly the things that have happened on this team are unbelievable, I feel like a whistleblower! Thanks. I spent some time after work today getting the written record watertight in prep for the upcoming meeting.

You will regret not using the falsification of the timesheets and expenses to get rid of her.

@AlisonDonut I’m going to raise 9 concerns with her in the meeting. Have put a lot of thought into what should go first, what I’ll say to break it up eg positives so she doesn’t feel like I’m bullying her. I’ve put the lack of capacity in role/support offered first. Then the racism remark poorly handled, lack of recording this, expenses, flexi and the rest

I know you are just trying to be nice but users like this will manipulate you.

And she will get that bullying accusation in the moment she smells fear.

You need to go to HR and find out from them what the process is to remove her from your team.

Because of the falsification of timesheets and expenses.

Dithering around all the other stuff is irrelevant and you should have that in your back pocket if needed. Concentrate on the fraud and the official process to get her removed.

Otherwise you will be back in 3 months trying to work out why you have been ousted from your job and not her.

Yes I'd do that. Don't give her extra responsibility

So I had the conversation today and she didn’t take it well! But ultimately I went through all the support that’s been provided to her so far and have contacted HR for a plan of action. Likely can’t fire her but the truth is, she’s just applied for the salary bump but isn’t willing to learn the role.