In a recent re-org shuffle where a number of managers have been moved round the organisation - I have been given a new team. (Note: no interviews where held for any of the positions... it was simply a re-shuffle)
The team that I am now responsible for is significantly smaller than previous, however the challenges are significant.
I am in my mid 30's and the youngest in the team. The majority of team this does not create any issue, however there is one individual where this is an issue. He is relatively new into the organisation and sees himself as extremely experienced. He is approximately mid 50's and overall I am finding it a challenge to manage him. I believe he resents me being his boss and feels that he should lead the team. Some signs that have led me to this conclusion are:
- He speaks to me as if he is speaking as a representive of the team (the other 8)
- He often take the liberty to provide me with his input on my role specifically and on what is going well and what isnt.
- He resents me asking for details or providing him with direction.
- Phrases like used are: "I have been round the block a few times".
- On providing him with a request to do something, he requests me to fully justify why it is required. E.g. A request for project information and status would require full justification - instead of being just automatic.
There is an issue here as his previous manager informed me that he also believes this individual resents being managed by me.
What makes the situation more difficult is that he is reponsible to build a service and a subteam (recruiting another 5-10 people).... and he is very much under performing. I personally feel exposed. I don't feel that I know the current status of existing scope or the roadmap for the future.
I have tried giving him a simple direction and let him paint the details and strategy... no success - nothing delivered (despite clear timings and deliverables given). I then tried to add more meat to the bone and provide him more details and direction... nothing... and so on... it is getting to the stage that there are serious reservations about his lack of performance.
So there are two issues here - (a) Under performance and (b) He resents me managing him.
To add icing to the cake.... my boss knows him from previous companies and is the one that brought him in.
Thoughts? Help? Suggestions? I would like to know any suggestions on how I should address this issue.