Dealing with a toxic employee

[Blue789]

Myself and two other interview panel members appointed an assistant approx 6 months ago. After advertising the role twice, he was the only person who scored sufficiently against the essential criteria, so essentially the only candidate.

However, he has turned out to be extremely rude, loves to break rules and overconfident.

When he first started during his induction we explained that annual leave is booked via the online system and can be booked either as a full day or half day AM/PM. The following week he turned around and said hell have to leave 1.5 hours early and will work through his lunch to make the time up. I explained that's not how we do things here. We are a very large organisation. So I went back over the procedures for annual leave again.

He then put in an annual leave request for half day PM. There's literally a drop down menu that says full day/AM/PM and they are the only options for everyone. I approved it. However, in the comments box which you can't really see when approving the request was leaving at 10am and will he back by 1:30. I approved it as it came though on the system as half day PM. And approved an AM request for another team member. Then the day before his leave he announced to the whole team that he was taking annual leave and leaving at 10 and back at 1:30. I spoke with him about this and his response was well its my leave and I'll decide how I use it. His tone was totally disrespectful and very argumentative, he then followed this up in an email to HR stating that is induction must have been a complete shambles, and if he's not followed the procedures he's not taking the blame for the that.

He changed spreadsheets to suit him, without checking with other users if there were any implications for them. I only found this out when he turn around and said I've heard the X spreadsheet is X's baby and she wouldn't like it changed. Well that's tuff, I've changed it whether she likes it or not.

In team meetings he has stopped the meetings to answer personal calls, and even left meetings to chat on his phone. I asked if his call was urgent as answering his personal phone and walking out of meetings for that should only happen if its important, such as waiting for a call from the doctor. He replied no nothing like that, but all my calls are important to me. During the meetings he would also get up walk about, fidget under his desk and another team member raised concerns that he wasn't engaging at all. I also addresses this with him and got the response, yes that's because I can do more that one thing.

I also arranged for him to meet with other departments as part of his induction, one of those was HR. I later found out that the Senior HR Manager had found him to take over the place, like he could have sat there all day talking and wouldn't take the hint that people were busy, he showed no respect for people working. I fed this back to him and he denied anything had happened at first, then called me back to admit the she had actually stood up and told him bluntly to get out if their office.

I've received feedback from my line manager about two months ago that he was extremely defensive towards his advice over important communication to customers.

Last week I agreed a date with him for his probation review meeting and said that there is a firm which I will need to fill out as it must be completed by the probation reviewer. His immediate response was, I'm not bothered about any of that anyway. This seemed extremely disrespectful of the process.

In the past two weeks he's been doing alot for my line manager.

I have also received emails from another two staff members raising concerns about work he had recently undertaken in their office. He missed some items when he was there then double counted others. I have asked him to go to rectify this, he has been extremely argumentative over this. I found out that he then phoned my line manager and my line manager over ruled me and says he has made mistakes but doesn't need to go back in to rectify them.

I have raised concerns with my line manager over his loose tongue and disrespectful attitude towards his probation meeting. My line manager agrees he's loose tongued but says he can look beyond that and isn't bothered by it.

In the meantime I'm the one dealing with the complaints about him.

Has anyone been in a similar situation or got any advice please.

"Dear XX, whilst I am sure this will be as disappointing for you as it is for me, I must regretfully terminate your employment as you are not a good fit for the role or the team. Good luck for the future."

fixed it

Bollocks

That didn't work

You're a line manager and have to come to Mumsnet for advice as to how to manage your staff?

If ne is so arrogant and rude on probation he will only get worse when he feels secure.

I’d fail his probation and get rid whilst you have the chance.

Are there regular meetings throughout the probation period and have these matters been raised with him already?

If not, what procedures do you have in place for failing a probationary period? You may be able to outline the issues, say what needs to happen to pass probation and extend it with regular meetings to see if progress is actually being made. It sounds a little unlikely that progress will be made so you need to be sure on the stages of the process that your company has.

Perhaps the OP hasn't had to deal with an insufferable arsehole in the workplace before, and since it is a Sunday evening and HR isn't open...

This could be my newly appointed colleague. OP I wonder if we work for the same org ?!

Gather a list of all complaints and issues then raise the subject of dismissing him with HR

He someone for whom the probationary period was made.

He's worked with you for a while, he clearly isn't a good fit and wants to be as confrontational as he possible can with whatever policies and guidance you give him. That means you have an ideal escape route, by telling him he's failed his probation and you're giving him the statutory notice period that was cited in his appointment letter, before terminating his employment.

Yes why not, as long as it's kept anonymous. Nobody is born knowing how to handle any and every type of work scenario.

Honestly if he's still in his probation just get rid whilst you still can. It's not worth the aggro and the effect it will have on the rest of your team.

I managed someone like this a few years ago. We were desperate when we recruited. She wasn't my preferred candidate and I wish we'd gone out to advert again. Unfortunately due to the scoring she ended up being appointed. She was slightly strange in her behaviour during her probation. There was something that just didn't sit right with me about her but when it came to her probation I had to pass her, as there just didn't seem to be enough of a case not to.

The minute she was confirmed in post she literally changed over night and made my life as her manager hell. It was like she waited for that point to dial up the crazy. I actually found myself feeling bullied by her.

Thank god eventually she walked out, otherwise it would have been awful trying to get her out otherwise.

You might need to review your job descriptions if he was the best candidate! Maybe be a bit clearer on what you are looking for and reconsider the essential criteria to get a wider and better pool of applicants.