Is it time for a performance review?

[Yogipineapple123]

I have a team member who is not doing his job…

He needs to do X every day. Several very senior people have told him he must do X every day. We have several had meetings about the importance of X. I have spoken to him personally about how he must do X and it is his responsibility. I have sent him written instructions on how to do X.

He is still failing to do X. I have explained the consequences this has and how it is bad for our business. I have asked him to tell me how I can enable him to do X… he asked me to do it for him. (Face palm!)

Where do I go from here?

He does not seem to grasp that this is an unacceptable situation. He has no embarrassment about the situation.

Is it time for a performance review?

And, seriously, what on earth can I do to actually get him to do it?!

Are you his manager? If so, I'm a bit surprised that you're asking really. He needs a performance management meeting, when you can plan and set objectives which you then review with him on a regular basis.

You need a clear action plan, documented with SMART objectives, dates for review and measurable outcomes. Part of that is identifying if there is any training/support he needs and delivering on it, again all documented.

If he doesnt meet those objectives within the timeline it becomes a disciplinary matter. Either he is incapable of doing the job or he is capable but choosing not to which is a conduct issue.

File note him get it all in writing and be ready to review make it serious, if he still doesn’t do it take it formal.

You also have to do YOUR job as his manager.

You said you laid out the consequences. You need to follow through.

I am not his manager, I am just managing a project he is working on. So, it will be a case of me going to his line manager and telling her that a performance review needs to happen.

Ps by consequences I meant the damage this is doing to our company’s sales targets. Not consequences for him.

Speak to his manager about getting him replaced. What is the point of him being on the team if he cannot do the job?

His manager needs to be informed. Make a list of everything you’ve done so far to get him to do X, advise her that you think he needs to go on an improvement plan. That will formalise it and give him a set amount of time to improve and get him some support if he needs it. If he fails to improve he could be dismissed. He needs to understand that

Have you asked him why he doesn't do it? I had someone who just never did what I asked and when I asked why he said he didn't see the point, he thought it was tick box exercise so didn't prioritise it, he was right to be fair but once I knew why it was easier. I know it is different for you and he knows it matters but asking why he doesn't do it might be good - as well as proper performance management obviously, he definitely needs that!

You said ‘I have a team member’ and asked if it was time for a performance review so it sounded like you were managing him.

Get his actual manager involved then?

Yes, I can see how that was confusing. You’re a ray of sunshine 😂

Thanks for all the suggestions everyone, I will speak to his manager next week

I agree with earlier poster - have you asked him why he doesn't do x?

It’s not your problem to solve. You go to the manager with a clear timeline and they take action.

I would look on the positive side and see if they need help and direct them to speak to their line manager. This person may have outside issues affecting their work and may need talking therapy etc. Also to support their own professional development they could look into self-reflecting and research into theorists such as Christopher John's, Gibbs' reflective cycle and Kolbs learning cycle which are all used for reflective practice. This person my not know how they are working or know of any solutions to make themselves more enthusiastic about work. Kolbs learning cycle involves four processes that need to take place to benefit the person, this involves the person doing or having the experience (work project) then reflecting on their work and then finding the learning that they gained from completing the work project and then actively trying out and planning to use what the have learnt. This could be effective communication with team member, sharing workloads etc. Gibbs reflective cycle is similar with the conclusions from the cycle highlighting areas of improvement and areas that the person my need extra training in, the cycle involves the person reflecting on their experiences (work) and their own feelings and if any was positive or negative and analysing to make a sense of what happened to lead up to their work if it was productive or not. The analysis will help them do create conclusion and an action plan will then b put into place and this may be with their line manager.

When the person reflects on thir own performance it will help them to work out the reasons for their behaviours and ways of working nd it will help them to find out areas where they need more training or guidance and this can include outsources help such as counselling. Self-reflection will help the person find out about their strengths and weaknesses and interests within the working role so that the can strive to improve and become excited and enthusiastic to work and be a part of the working team. The outcomes from reflecting can be positive and cn mean that the person will have a deeper understanding of themselves and thy could gain additional knowledge, skills and experience.