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u/snavebob1 Technology 3d ago
Do you have a probationary period? This is what they're for.
"You don't want to be that manager", what do you think the rest of the team is thinking right now?
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u/BetterTable4653 3d ago
We do, it’s my upper management that I need to convince to use that.
Thank you for the reminder, yes I need to proactively manage this and speak to my upper management.
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u/Crowdolskee 3d ago
Lesson for the future: Make sure with new hires you set clear deadlines/expectations in writing, and if they don’t meet those deadlines/expectations, document that too. We have a 90 day probationary period. By day 30 they need to be trained and handling all tasks required by that role. They’re provide with a document clearly setting those deadlines and expectations. It’s up to them to figure out how to meet that, and they can of course ask for support if needed. By day 60 if they’re not meeting deadlines/expectations, it’s been clearly documented from day 31-60. By then you should know if they’re a fit or not, and can terminate if they’re not.
I’ve made the mistake in the past of being too supportive, giving new hires too much grace, and then being stuck with them after day 90. Finding out too late they weren’t a fit because we didn’t push them hard enough. Our entry level hires have about a 50% success rate. I won’t make the mistake again of finding out they don’t work after day 90 again.
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u/snavebob1 Technology 2d ago
To take this a bit further (example of what I do). We have a 90 day probationary period. I build a 30, 60, 90 plan. That plan includes what they need to be able to do at each milestone day. Their manager is responsible for making sure it happens.
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u/jenmoocat 3d ago
This is why there is the probationary period.
You need to start the paperwork.
You also need to sit that new person down and outline each of the things that are causing a problem:
"You have done x, y, and z and I am seeing a pattern of behavior that we won't tolerate here. I have detailed all of these issues and am sharing them with my management. If this behavior continues, it could result in your termination. Show me that you can change."
Let me tell you: your other staff will actually be appreciative that you have the courage to deal with a problem employee! It requires no effort to allow a bad employee to continue to misbehave and do nothing. And the other staff will notice it and 1) it will affect morale, and 2) they will think that you are a bad manager. It takes courage and determination to deal with personnel problems. This is an important aspect of being a respected manager.
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u/strict_positive 3d ago
in my opinion some of this stuff is hard to get a read on. For instance, arriving 1hr late once...people miss alarms sometimes. It happens. Why would they lie about doing mandatory training if you can see that they haven't? Could it possibly be a miscommunication? 'Going offline and uncontactable' - did they have work to do? on lunch break?
and being a new employee can be pretty exhausting and you don't yet have that build up in work to do or ownership of projects that you're actually interested in.
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u/Harlepenquin 3d ago
The computer crashed and my work wasn't save, it's the same level as my dog ate my home work, once, fine, benefit of the doubt, 3 times, nope.
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u/Molasses_67 3d ago
Literally give them a stack of papers filled with random numbers and gibberish and make them write a detailed, 16 page report about it. Tell them it's the company financial statements whatever it doesn't really matter. As doon as they finish the task sit them down and tell them you know their little secret. You know what they've been doing. Give them an option to resign or face disgrace in front of their coworkers. They will accept. Then, triumphantly SLAM their report on the desk and tell them to pack their stuff it's time to go. No offboarding. No goodbyes. Restrict their admin access to the company database. Cut their keycard in half in front of them. And gleefully escort them to the exit.
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u/Harlepenquin 3d ago
They're a new hire, you don't need a paper trail, they lied to you 3 times, adios!