Third time lucky! Can't seem to post...
We have a poor performer. He is resistant. He doesn't report. He sees status reporting as bureaucratic nonsense. He acts way outside of his authority - example: he placed an order for something so expensive only the CEO has sign off authority, with no authority to do so. What then did arrive was really poor quality. One thing too big, the other too small. He rarely delivers on assigned work and does his own thing. His own thing is also not very good quality.
I manage his manager. I see her mainly doing the right things with no change.
There is a huge mismatch between is ability and where he thinks he is at. He is underperforming at individual contributor level, yet wished to apply for a Director level job in the org. We are undertaking a restructure and all roles were up for application.
He didn't apply for any roles, so is definitely off in 3 months.
Here's the issue. He can't be trusted with much of our work. He won't follow process. He deliberately circumnavigates simple membership processes, such as our members signing up for tickets to events by instead promising people "yeah no worries just tell me 30 people are coming, no need for these forms!". I say deliberately because he agrees he does it on purpose. He doesn't approve of process. He thinks its a barrier.
I share this not for advice on the issues. Rather, how would you advise his manager to manage out the next few months? I don't want her putting tons of time into our only poor performer. I also don't want him to continue disrupting our work. Any thoughts?