I will keep it concise; I will inherit a direct that grossly underperforms but I can not terminate the direct because of my organization’s procedures. Also, the individual is strongly protected by a union. I have observed the individual’s behavior for a number of years and the individual’s performance has not improved in that time. Here are the details, the way I see it:
- The individual’s position is obsolete (Administration);
- I / my team can do requested tasks faster and more accurate (the first time) or use Siri, for setting meetings and reminders
- The individual has been passed from office to office for poor performance; and
- The individual lacks the competence, cannot learn the competence to perform in today’s market, and lacks the drive for success.
Because of the above: the individual constantly disrupts meetings/conversations to gain immediate attention; discusses personal feelings loud for all to hear; and runs to HR when ignored, decrying “hostile workplace.”
My history and perspective is that I have worked many places around the globe, government and private industry, and from country to country the behavior is the same. Some people get the work done, others sit there and just collect a paycheck.
I am just so frustrated that this individual will collect up to half-a-million dollars before retirement, for doing nothing! So many good and competent young people are out there in the employment-pool that will not have a change to learn and grow in this industry. Grow meaning that this position is an excellent starter position, with a benefit of a free collegiate education if you desire it and a chance to learn a fascinating industry.
I know it is up to myself to change my beliefs and behavior, so I can lead the other team members effectively. So, I am asking the forum for any advice on how to handle this situation and come to some understanding of how to work with this individual in the foreseeable future?
Thank you, sorry I guess it was not that concise.