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Original poster

Employee just doesn't get it help!!

32 replies

LCTikaheu · 23/05/2023 20:36

Hi

A person in my team just doesn't get it and not sure what to do to help them/ me!

I am a senior manager in banking. I recently started a new role building a new team / small department in a regulatory space. I moved to role internally

Said person also moved internally and was hired before I joined.

Postives: great people person / can really do a job well if given structure / instructions/ follow abc etc

Development points: dealing with curve balls / things not going to plan / identigin the need for and suggestung solutions / designing controls / connecting dots / taking in information as brainstorming issue / reaching same people.questions without thinking ... that we have answers to...

None of the above helping as developing new area.

They want and expect promotion but I am managing those expectations

My issue and help needed is how do I give them an enriching experience if they current are more a burden. I don't doubt they will be good when procedures are in place to follow. I am hiring contractors to help now. Which is sad as wanted them to.do this. I just don't think they will ever get it.

Career plan and the strengths/ development matrix has always worked well for me before with people but again not getting it... not applying the "so what"

Any good resources to help??

Identifying .y own weaknesses as a manager of I can't help with this.

Had a great track record for promotions and championing people in prior role.

OP posts:
marshmallowmatcha · 23/05/2023 20:44

taking in information as brainstorming issue / reaching same people.questions without thinking ... that we have answers to... what's this?

CharlottenBurger · 23/05/2023 20:50

Unfortunately, OP, your English (as used here) is not good enough or us to see what the problem might be. Could your communication skill level be part of the problem?

ChildcarePanic · 23/05/2023 20:52

Can you elaborate at all or give some examples as it is a bit hard to tell what the concern is?

youveturnedupwelldone · 23/05/2023 20:52
  1. Wtaf on the development points. Use plain English and they might get what you're on about
  1. Manage your own expectations. They might want promotion but it's not your responsibility to make that happen. I say this because where you've put you had a good track record with promotions and championing people.
JeandeServiette · 23/05/2023 20:58

Well that's all as clear as mud.

Gazelda · 23/05/2023 21:04

You are both relatively new to your posts. Have you had a formal review? Set objectives? Sought training or mentoring for the team member?

Have you tried adapting your management style to suit how they best communicate? Eg do they need clear direction, frequent checking-in, hands-off approach, do they work best in a team environment or alone? Do they learn from others, or from books, or from YouTube, or from observation? Are they sufficiently motivated? Do they feel comfortable asking for advice/help?

Don't write them off yet. See if you can work out how to get the best from them. Value them.

Atethehalloweenchocs · 23/05/2023 21:16

So this person is ok when things are up and running and processes are very clear, but not good at the development stages. In my experience, people are either good at one or the other, but it is rare that people are great at both. If they are not getting it, you have to be really clear, with examples, and see what they come up with as a development plan.

Taperjeanwoman · 23/05/2023 21:17

So odd. Is this another chatgpt post??

LuckOfTheDrawer · 23/05/2023 21:23

Taperjeanwoman · 23/05/2023 21:17

So odd. Is this another chatgpt post??

😄

Whataretheodds · 23/05/2023 21:24

Does this person understand the strategy, objectives and how these will be measured?

Do they understand how their role fits into that?

If they work better with structure can you get them to design the structure before following it? Or do you need to provide more detailed coaching/guidance for them to do that?

GoGoJasonWaterfalls · 23/05/2023 21:31

Are these actual issues stopping this person from being able to do their job? Or do you not like them because they work differently to you?

PonyPatter44 · 23/05/2023 21:31

Sorry OP but I am not convinced that the communication issues are all the fault of your team member.

Effieswig · 23/05/2023 21:34

Op, I am Senior manager and I read your post and thought ‘there’s a lot of words that don’t mean anything meaningful’

and that may be the problem

Lostinplaces · 23/05/2023 21:35

Bullshit bingo anyone?

Muncha · 23/05/2023 21:36

I think the problem may be a little closer to home.

FatAgainItsLettuceTime · 23/05/2023 21:42

They are new to role so the first thing to establish is have you given them a structured induction, they need this even if it is an internal move. Being objective and critical or your own approach, can you say honestly that:

  • they have been provided a clear and coherent list of their core responsibilities
  • they have been given detailed training on how to do those responsibilities. Throughout that training you have assessed and confirmed their understanding, adapting your approach as needed.
  • they have been provided with details of any SLAs/KPIs they need to adhere to and have been kept up to date on how they are performing against these on a regular basis.
  • they have been provided with an accessible route for support if they need to clarify anything
  • quality monitoring/auditing has taken place to ensure that any errors are being picked up and fed back in a timely manner to prevent bad habits forming and drive improvements.

Look up 'Plan-Do-Check-Act' cycle as a good basic model for quality assurance.

Dinopawus · 23/05/2023 21:53

Taperjeanwoman · 23/05/2023 21:17

So odd. Is this another chatgpt post??

I don't think the language is up to CGPT standard. Grin

OP take a deep breath and tell us what the issues are more clearly. Don't worry about using terminology - plain English is best for clarity.

SweetSakura · 23/05/2023 21:56

Muncha · 23/05/2023 21:36

I think the problem may be a little closer to home.

Grin
Thatladdo · 23/05/2023 21:57

Thats essentialy word soup with nonsense rambling keyword croutons

Your communication skills in this instance are lacking.

You cant build anything without a stable foundation - If the team is unable to acheive its set objective ( Appointing contract workers to complete their work suggests this ) that needs addressed before worrying about giving them an enriching experience.

Re reading your post, it seems the problem is you and your communication in leadership as much as their failings.

chopc · 23/05/2023 21:58

This person sounds as though he has ADHD or is on the ASD. There is some training available for employers on this

Taperjeanwoman · 23/05/2023 21:59

Dinopawus · 23/05/2023 21:53

I don't think the language is up to CGPT standard. Grin

OP take a deep breath and tell us what the issues are more clearly. Don't worry about using terminology - plain English is best for clarity.

Show quote history

I just thought it was Chatgpt in a foreign language that's been badly translated 😂😂 it just makes NO sense!

Taperjeanwoman · 23/05/2023 21:59

And there's so many extra words!!

Tiddlypomtiddlypom · 23/05/2023 22:00

CharlottenBurger · 23/05/2023 20:50

Unfortunately, OP, your English (as used here) is not good enough or us to see what the problem might be. Could your communication skill level be part of the problem?

Eeshk.

But yeah, I don’t know what you’re talking about. And I have the misfortune of working with some people who float through working life on a career illusion propped up entirely on bullshit jargon. Still can’t sift through this post.

SpeckledlyHen · 23/05/2023 22:01

Ah! You’re speaking word salad and they’re speaking English.

NowItsSpring · 23/05/2023 22:02

Surely a 'senior manager in banking' would have business resources they could call on for advice in situations like this rather than asking on mumsnet!