Team member can’t seem to keep track of tasks

[Boredbeyondbelief2023]

Hi, would appreciate any thoughts or suggestions on this.
I manage someone who can’t seem to keep track of their tasks. Every few months they’ll need more help in working out what they’re supposed to be doing.
I’ve already implemented weekly catch ups (their request), objectives document that is covered every two weeks in their 121s, am available at any point to discuss issues, spent a day working through time management and setting priorities etc with them etc. Yet within a few months they’ll be panicking and need yet another thing to help them.

For background- they worked at the org for about 18months but 8 months in this latest role. They displayed none of these issues when in their previous role.
The other issue I have is that they think their work is of a higher standard than it is! It’s also becoming clear that they repeat the same stories time and time again and others are starting to tire of it (eg constantly taking about a job they’ve already presented to the team about, repeating their “future plans”).
We’ve had honest conversations about both their problems and some personality issues they have and they tell me they “want to make an impact” yet have real difficulties with any constructive criticism or if people don’t accept their ideas, they’re also missing deadlines of simple tasks and just cannot seem to get on top of those simple but necessary tasks.

In all honesty, it feels like they’ve been told their whole life that they’re great and now they’re having problems when they’ve just got to get on and work for a living like the rest of us. I actually had to tell them that they can’t expect a round of applause just because they’ve sent an email!

I’m at a loss. They’re taking up an enormous amount of time and I feel my patience wearing thin.

What would you do? (Sorry for length of post!)

No disrespect intended but if you're in a senior position in a company surely you don't need to see work advice from random people on a forum.

Thanks @SuperGinger, hugely helpful.
I must have missed Mumsnet's rules on length of posts.

Hi @neilyoungismyhero, I don't need to come on here but I was looking for other people's advice and experiences.

I’m reading ADHD too just because I am relating to so much of what you describe.

If they haven’t disclosed though it’s tricky! I haven’t and I’m now in a situation where I feel I can’t.

Could you offer some work coaching sessions?

There are thousands of undiagnosed adults with autism/Adhd and some of what you said certainly rings true.

What I would do is research productivity methods that are beneficial to those with Asd/Adhd and trial them for 3 months and see if they make a difference.

All tasks to be given in writing. Chunked into manageable segments.

Use a large font with double spacing between the lines.

Do not assume the things you want done are obvious, be very explicit in what you want completed.

Look at their work environment, can you make it less busy?

Use plain English in written and verbal communication, don't use idioms or metaphors.

Anxiety often goes hand in hand with ASD and Adhd. Just because they could cope a few months a go doesn't mean they can cope now something external could have happened that throws them and their coping strategies no longer work.

Hi OP with all due respect it's not your job to diagnose a medical condition. I don't know why you're asking about neurodiversity if the employee hasn't brought it up. It's your job to manage a successful team. I assume that your role involves delegating tasks to this employee and the employee's job involves keeping track of their tasks and completing them by an agreed deadline.

You've indicated the employee cannot keep track of tasks, and does not complete tasks that you delegate. In these circumstances I'd advise having a performance management process. If your organisation hasn't got a procedure in place, now is the time for your organisation to introduce that procedure, so that you can carry it out.

@Chchchchchangesss I am you - I think!

Everything in your last update is unacceptable behaviour. Were they behaving like this in prev role?

Hard to see why you want to keep this person in your team.

This thread reminds me why I NEVER want to be a manager.

@Mochinated not as far as I’m aware. They were there before I started and I joined as their line manager- it’s only been since this new role.

Ultimately you can't make decisions at this point based on undiagnosed or undeclared conditions, all you can do is act on behaviours.

So a Performance Improvement Plan outlining core job requirements/deadlines, and also addressing conduct ie expected behaviours he should be demonstrating but isn't, what he needs to stop doing.

It should start as a supportive interaction, identifying ways you can help him to achieve those expectations. Has he had the required training? Could he be buddy paired with someone at peer level who is very good at those things?

If he doesn't show improvement it then becomes a disciplinary matter.

It is his responsibility to identify if there is another reason like a learning difficulty or Neurodiversity that contributes to why he is not performing, he should also guide the process of putting in place reasonable accommodations based on his understanding of his own condition and his knowledge of what helps.

This is very sensible and I relate to it (also ADHD).

One more question might be, do they respond well to last minute, "urgent" deadlines, eg next day or 2 days? ADHD people love a bit of urgency and immediacy!

Rather than a long deadline which basically would mean actually looking at the task with 30 mins to go on the last day. It's the now or not now time concept. I do it now or I forget it basically (not really but you know what I mean).

I don't think it's OK to basically say people with adhd or and are incompetent and must be spoon fed all instructions. Elon can manage his companies, and many people hold positions of responsibility too or teach etc.

Bottom line though, you have to be able to do your job and adjustments are reasonable. Some suggestions above are not reasonable and amount to doing half the thinking in someone's job for them!

If you are considered senior management in an organisation which does not provide performance management... this might be the time to start

Just lock them ou. You aren't employed to play mind games to keep employees up to scratch.