I manage a team member who joined the company around 2.5 years ago. I came in about a year later to help turn the department around; the goal wasn’t to replace anyone but to rebuild a struggling team and improve performance.
This particular employee had been underperforming before I joined, but after some time working closely together, she agreed to go on a Performance Improvement Plan (PIP) and made real progress. Over the past six months, her performance had been improving.
However, there have been ongoing behavioural challenges; for example, inappropriate levels of socialising, excessive phone use (including watching Netflix during work hours), and conversations that are often quite morbid and disruptive. I’ve raised these issues multiple times and tried to reset expectations.
Unfortunately, over the past three months her performance has started to decline again. She has asked me to “micromanage” her and even to draft her reports for her, despite being in a senior role. I’ve explained that this isn’t appropriate for her level, and while I’ve offered the option of moving into a more junior role (which would come with a pay adjustment), she declined.
Last month she only met her targets because I personally coached her over the line which, while part of leadership, felt well beyond what’s reasonable for managing a senior employee.
I’ve considered putting her on another PIP, but given that the last one only produced short-term results, I’m unsure it would help. When I’ve asked her why she’s struggling to complete work, she’s said things like, “I don’t know … I get distracted.” I’ve suggested tools and strategies, and even arranged a course, but none of this seems to have made a lasting difference.
I really don’t like giving up on people, but I’m struggling to see a way forward. Has anyone navigated something similar where an experienced employee has the skills but consistently lacks focus, accountability, or self-management? I’d really appreciate any advice on how to approach this constructively but realistically.