I'm looking for some advice on an interesting challenge (opportunity?) that has come my way.
I manage a team of 11 and have been pretty successful thanks to Manager-Tools and the conference. In our latest employee climate survey, my team's score was among the highest in our division. Our clients are very happy with our work, we are meeting or exceeding all of our metrics, and everyone is generally performing where they need to be or better. Life is good!
Another manager has an employee that has struggled over the past few years. The role he is in has grown, and the employee hasn't been able to keep up with the needs of the job, to the point where he is no longer a good fit for the position. The manager is unhappy, the employee is unhappy, and work isn't getting done at the level it needs to be.
Our director and HR folks have determined that he isn't going to be let go, and in "recognition" of my team's high performance, they'd like to assign the struggling performer to me. He's not an exact fit skills-wise for my team either, and wouldn't be someone I'd actively recruit given a choice.
In reviewing his last few year's performance reviews, there has been only small mention of any sort of problem - in fact, in a few areas, he was graded as "excellent".
On the one hand, I'd like the challenge to bring this guy up to spec - he likely hasn't been getting actionable feedback, and I suspect (as I've seen before) between regular O3's and some good feedback he can make progress. Nothing would make me more proud than to be able to give the guy a legitimate high rating at review time. Still, he isn't entirely qualified to work on my team, and initially, at least, he's likely to bring down morale on the rest of my team.
Additional headcount is hard to come by in my organization, but I'm not sure if it is worth the "cost" in trying to bring him in and the risk of having to let him go later anyway.
Anyone been in a similar situation? Any suggestions?