Employee just doesn't get it help!!

[LCTikaheu]

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.

Interesting you have assumed "he"

Have you given this person clear instructions or are they fending for themselves with only vague delegation?

If you want someone to develop a new area you have to define roles and responsibilities. Firstly agree the team's vision, and purpose. Is everyone bought into the vision? Then go into specific objectives for the team and each person on the team. Then be SMART about how to achieve each objective. This has to be a linear process, you can't expect anyone to know the details of specific actions needed for an undefined objective, nor to set objectives without a vision.

How much of this have you done? What is your role vs theirs? what are your individual and collective responsibilities?

Do you communicate with them like you have in your post? No wonder they appear clueless.

If they do not have processes to follow how can you expect them to know what to do?

Yes I mean if that's their feedback for their appraisal or something that needs work OP

Are those "development points" copy and pasted from your employer's competency matrix? It sounds a bit tick-boxy, rather than constructive.

Maybe focus on building from their strengths rather than trying to eliminate perceived weaknesses?

Like pp I struggled to understand what this means:

taking in information as brainstorming issue / reaching same people.questions without thinking ... that we have answers to...

I really, really hope this isn't a genuine post, because it's a slightly terrifying thought that any "senior manager in banking" would write like this. 😬