I've had a DR I've been struggling with for a while and I've recently been told it's time for them to go (decision has seemingly been made much higher up than myself).
BLUF for all the high Ds:
- He does his job as required, but no more
- On being introduced to change, he'll identify every possible problem, but no solution
- He's a longstanding team member in a very comfortable zone of doing familiar work
- I've been told it's time for him to go, but local laws mean he is entitled to ask for a PIP be implemented
Through feedback and coaching - and a blunt warning that he is seriously putting his job at risk - I have seen some small improvement over the last few weeks. It's taken nearly 18 months to get traction on any kind of self-driven professional development. The recent traction came after I advised that he has to achieve something substantial in order to make up for his lack of progress.
So, I'm preparing a PIP now. I have some specific elements included, some of which have been feedback items in the past. What I'm finding it hard to capture is more generic elements - eg. 'initiative'. Last week he baulked at a corporate strategy with 2-3 roadblocks. I pointed out that his job was to solve most of these and we discussed ideas on how to move forward. It's a recurring pattern, and it's the one I've had most difficulty in trying to shake.
It could be that a PIP by itself will be enough of a motivator (the threat is now "real") to step up; it could also be that he'll simply accept a severance offer in order to avoid stepping further out of his comfort zone than I've already pushed. In any case - I need to start capturing some of these more generic elements in a PIP, and I'd love to hear advice from others that have tried this.