Performance management type tips

[Pearfacebananapoopanickle]

Hi looking for tips to manage someone who :

1 - I don't directly manage but been asked to provide additional support to due to a raft of ongoing issues (Nb they have a dotted line to me) their direct manager is not a subject specialist - think of them as a General Manager and me as an accountant at group level and the person in question being a regional finance exec.

2 - they are not on a performance management plan.

3 - They are asking for additional resource to support them but it is unclear how their own time is used - I have asked for breakdowns etc.

4 - main problem - everything I suggest they say "yes absolutely" to my face then do nothing about said suggestion, then send me lengthy emails about why their way is better and not mine.

5 - said person has form for taking previous employers to tribunal etc

I am new in role and have inherited this erm challenge!. Their line manager thinks they are brilliant but she is also being performance managed so not the most reliable source of information!

Hopeful bump!

Not sure I can be much help but what I would say is document document document everything that you support her in and her response, and if you can start her on a performance management plan (my only regret when I had to do a performance management plan was that I didn't start it earlier).

How frequently do you have scheduled meetings with this person? If you're being stonewalled rather than them engaging with your suggestions then you must tackle that. Do you have a list of everything they say they do for the other manager? Depending on the job you can ask for a day-by-day account or by the month, etc.

What sort of actual issues?

If they do it their way, what is the impact on the business?

Who would be putting them on performance management plan if it were needed?

How can you do anything when you don't manage them and their manager is also on a performance management plan? Who is their manager's manager and what line is between you and this person? I'd say this is the best bet at developing a plan to address both of them.

I know it's hard when I don't manage them directly. There is talk of this changing but I am reluctant due to the other manager involved if that makes sense. Can't really explain it further without it being outing but as someone in the same specialism I have been brought in to assess the situation and support.

I am documenting everything yes.

They would meet with me every day if I let them so stonewalling isn't a problem - they bloody love to talk! - it's them actually taking notice of what I'm saying to try and help them. Eg they do one job that take say 8 hours a week and it doesn't need that - it's a 1-2 hour job and I have suggested how to cut it down. They agree to my face then send a lengthy email about why they aren't going to do it that way. I've done their job so I know the ins and outs but the attitude is very "we do it this way."