How to convince somebody that he is fit for something else, but not this job?How to work with somebody who works quickly without caring for quality?Written warning given to me for something that someone else in a very similar position got away with completely, help!Coworker who likes to take credit for work that is not theirsHow to convince a lead developer that a choice is bad?I'm on a PIP but really need this job. Should I ask for a lower salary?Held responsabile for not playing a role that I was never assignedHow should I handle me and my car being mistaken for someone else with the same car who behaves inappropriately?Should I queue up for the bus when not everyone else does?how to act when meeting the same coworker(s) multiple times a day while on the way to something/someone elseHow to deal with a coworker who blamed me for the bug that was his fault
What is the difference between lands and mana?
Is a Java collection guaranteed to be in a valid, usable state after a ConcurrentModificationException?
How would you translate "more" for use as an interface button?
Are Captain Marvel's powers affected by Thanos breaking the Tesseract and claiming the stone?
I found an audio circuit and I built it just fine, but I find it a bit too quiet. How do I amplify the output so that it is a bit louder?
Quoting Keynes in a lecture
Is it allowed to activate the ability of multiple planeswalkers in a single turn?
How can I write humor as character trait?
Make a Bowl of Alphabet Soup
Is there any evidence that Cleopatra and Caesarion considered fleeing to India to escape the Romans?
Has the laser at Magurele, Romania reached a tenth of the Sun's power?
Permission on Database
A Trivial Diagnosis
Is this toilet slogan correct usage of the English language?
Are cause and effect the same as in our Universe in a non-relativistic, Newtonian Universe in which the speed of light is infinite?
Can I say "fingers" when referring to toes?
Is there a RAID 0 Equivalent for RAM?
What is Cash Advance APR?
Which was the first story featuring espers?
Is it necessary to use pronouns with the verb "essere"?
What is going on with gets(stdin) on the site coderbyte?
How to explain what's wrong with this application of the chain rule?
Circuit Analysis: Obtaining Close Loop OP - AMP Transfer function
Did the UK lift the requirement for registering SIM cards?
How to convince somebody that he is fit for something else, but not this job?
How to work with somebody who works quickly without caring for quality?Written warning given to me for something that someone else in a very similar position got away with completely, help!Coworker who likes to take credit for work that is not theirsHow to convince a lead developer that a choice is bad?I'm on a PIP but really need this job. Should I ask for a lower salary?Held responsabile for not playing a role that I was never assignedHow should I handle me and my car being mistaken for someone else with the same car who behaves inappropriately?Should I queue up for the bus when not everyone else does?how to act when meeting the same coworker(s) multiple times a day while on the way to something/someone elseHow to deal with a coworker who blamed me for the bug that was his fault
I interviewed one candidate. He was a petroleum engineer in the desert site. After 3 minutes of interviewing and checking his code quality, without concern of his background at all, he failed.
One month later he comes back again and joins my team under my frontend buddy, not directly under me. He is hiding behind my colleague and using CEO connection.
I used to ask him his motivation to become a software developer. Surprisingly, his answer was "I would like to stay with my girlfriend".
Problems:
- Unable to perform even basic tasks without high levels of assistance
- Poor English
- Lack of focus
- Always has a phone call in the office. Everyday!
- Always arrives late to work
... etc.
Question:
Working with him is not only spoon feeding, but also chewing.
How can I convince him to find another career that is the best fit for him?
Staying in here just sit in and let the sunrise and sunset is damaging my colleagues morale too.
colleagues conflict performance nepotism
edited 11 hours ago
Uciebila
542115
asked 16 hours ago
SaritSarit
220311
|
show 4 more comments
I interviewed one candidate. He was a petroleum engineer in the desert site. After 3 minutes of interviewing and checking his code quality, without concern of his background at all, he failed.
One month later he comes back again and joins my team under my frontend buddy, not directly under me. He is hiding behind my colleague and using CEO connection.
I used to ask him his motivation to become a software developer. Surprisingly, his answer was "I would like to stay with my girlfriend".
Problems:
- Unable to perform even basic tasks without high levels of assistance
- Poor English
- Lack of focus
- Always has a phone call in the office. Everyday!
- Always arrives late to work
... etc.
Question:
Working with him is not only spoon feeding, but also chewing.
How can I convince him to find another career that is the best fit for him?
Staying in here just sit in and let the sunrise and sunset is damaging my colleagues morale too.
colleagues conflict performance nepotism
edited 11 hours ago
Uciebila
542115
asked 16 hours ago
SaritSarit
220311
8
Nepotism rules sadly - so your move : stay or go...
– Solar Mike
16 hours ago
3
Next month I am forming in a new team with new company.
– Sarit
15 hours ago
27
Well, relax, ignore this issue and prepare for that. Best of luck.
– Solar Mike
15 hours ago
This is my 3rd situations in my life. Thank you for your response.
– Sarit
15 hours ago
12
Can you just sideline him and ignore him. Stop wasting time teaching him if he wont learn. Assign him a task to "learn technology xyz" and he can sit and surf internet all day without bothering you.
– vikingsteve
11 hours ago
|
show 4 more comments
I interviewed one candidate. He was a petroleum engineer in the desert site. After 3 minutes of interviewing and checking his code quality, without concern of his background at all, he failed.
One month later he comes back again and joins my team under my frontend buddy, not directly under me. He is hiding behind my colleague and using CEO connection.
I used to ask him his motivation to become a software developer. Surprisingly, his answer was "I would like to stay with my girlfriend".
Problems:
- Unable to perform even basic tasks without high levels of assistance
- Poor English
- Lack of focus
- Always has a phone call in the office. Everyday!
- Always arrives late to work
... etc.
Question:
Working with him is not only spoon feeding, but also chewing.
How can I convince him to find another career that is the best fit for him?
Staying in here just sit in and let the sunrise and sunset is damaging my colleagues morale too.
colleagues conflict performance nepotism
edited 11 hours ago
Uciebila
542115
asked 16 hours ago
SaritSarit
220311
I interviewed one candidate. He was a petroleum engineer in the desert site. After 3 minutes of interviewing and checking his code quality, without concern of his background at all, he failed.
One month later he comes back again and joins my team under my frontend buddy, not directly under me. He is hiding behind my colleague and using CEO connection.
I used to ask him his motivation to become a software developer. Surprisingly, his answer was "I would like to stay with my girlfriend".
Problems:
- Unable to perform even basic tasks without high levels of assistance
- Poor English
- Lack of focus
- Always has a phone call in the office. Everyday!
- Always arrives late to work
... etc.
Question:
Working with him is not only spoon feeding, but also chewing.
How can I convince him to find another career that is the best fit for him?
Staying in here just sit in and let the sunrise and sunset is damaging my colleagues morale too.
colleagues conflict performance nepotism
colleagues conflict performance nepotism
edited 11 hours ago
Uciebila
542115
asked 16 hours ago
SaritSarit
220311
edited 11 hours ago
Uciebila
542115
asked 16 hours ago
SaritSarit
220311
edited 11 hours ago
Uciebila
542115
edited 11 hours ago
Uciebila
542115
edited 11 hours ago
Uciebila
542115
542115
asked 16 hours ago
SaritSarit
220311
asked 16 hours ago
SaritSarit
220311
asked 16 hours ago
SaritSarit
220311
220311
8
Nepotism rules sadly - so your move : stay or go...
– Solar Mike
16 hours ago
3
Next month I am forming in a new team with new company.
– Sarit
15 hours ago
27
Well, relax, ignore this issue and prepare for that. Best of luck.
– Solar Mike
15 hours ago
This is my 3rd situations in my life. Thank you for your response.
– Sarit
15 hours ago
12
Can you just sideline him and ignore him. Stop wasting time teaching him if he wont learn. Assign him a task to "learn technology xyz" and he can sit and surf internet all day without bothering you.
– vikingsteve
11 hours ago
|
show 4 more comments
8
Nepotism rules sadly - so your move : stay or go...
– Solar Mike
16 hours ago
3
Next month I am forming in a new team with new company.
– Sarit
15 hours ago
27
Well, relax, ignore this issue and prepare for that. Best of luck.
– Solar Mike
15 hours ago
This is my 3rd situations in my life. Thank you for your response.
– Sarit
15 hours ago
12
Can you just sideline him and ignore him. Stop wasting time teaching him if he wont learn. Assign him a task to "learn technology xyz" and he can sit and surf internet all day without bothering you.
– vikingsteve
11 hours ago
8
8
Nepotism rules sadly - so your move : stay or go...
– Solar Mike
16 hours ago
Nepotism rules sadly - so your move : stay or go...
– Solar Mike
16 hours ago
3
3
Next month I am forming in a new team with new company.
– Sarit
15 hours ago
Next month I am forming in a new team with new company.
– Sarit
15 hours ago
27
27
Well, relax, ignore this issue and prepare for that. Best of luck.
– Solar Mike
15 hours ago
Well, relax, ignore this issue and prepare for that. Best of luck.
– Solar Mike
15 hours ago
This is my 3rd situations in my life. Thank you for your response.
– Sarit
15 hours ago
This is my 3rd situations in my life. Thank you for your response.
– Sarit
15 hours ago
12
12
Can you just sideline him and ignore him. Stop wasting time teaching him if he wont learn. Assign him a task to "learn technology xyz" and he can sit and surf internet all day without bothering you.
– vikingsteve
11 hours ago
Can you just sideline him and ignore him. Stop wasting time teaching him if he wont learn. Assign him a task to "learn technology xyz" and he can sit and surf internet all day without bothering you.
– vikingsteve
11 hours ago
|
show 4 more comments
2 Answers
2
active
oldest
votes
How can I convince him to find another career that is best fit for him?
You can't. Given the description:
[..]using CEO connection.
there's nothing much you can do. Despite being rejected by you in the interview, he managed to find a way into your team - that's indication (not a good one though) enough. Time for you to either
- Find yourself a better workplace. (The option I'd go with)
- Suck it up (sorry, it sounds harsh, but one of the options) and let them continue, have periodic performance monitoring and document it, wait for them to fail, and then let management take care of it.
answered 16 hours ago
Sourav GhoshSourav Ghosh
6,57642951
13
When they fail, they will "engineer" it so the OP gets the blame... via CEO connection...
– Solar Mike
16 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
16 hours ago
Yeah I'd worry about the possibility of taking the fall for them--moving somewhere else does sound like the better option if it's a reasonable possibility.
– bob
6 hours ago
1
@SolarMike: Not if OP documents things properly. As in, raised X on [date], upon which we agreed with step by step improvement plan with milestones to be reviewed at [date], [date], etc. Milestones not met by [date], [date], etc. Rinse and repeat for issues Y, Z, etc. Redo an improvement plan or two. At some point the documentation is overwhelming enough that even being the CEO's buddy won't help -- or at the very least the CEO will go OK I'll put him on another team and/or not blame OP for failing.
– Denis de Bernardy
4 hours ago
@DenisdeBernardy "selective evidence" is also an issue - they will produce the bits they want... Saw one victim being blamed and forced to take a psych test... Just to keep someone on...
– Solar Mike
4 hours ago
add a comment |
I am going to assume that you can't reason with him, and you are using "convince" as a euphemism. As a leader, you can't "convince" people to leave.
Doing so is called constructive dismissal and is illegal in a lot of places.
You need to treat them like you would any other employee. Sometimes managers get handed people they don't want to deal with. That's life.
You need to separate out behavioral issues, like refusing to work, lateness, etc, from performance issues. You need to develop a plan for them to get the skills required to complete their job.
When/if the CEO steps to tell you to relax your standards on them, that's when you do so. You also make it clear that he is a burden on the team. If the CEO is happy with that, that's just something you'll have to accept, or look to get a job elsewhere.
answered 15 hours ago
Gregory CurrieGregory Currie
2,90031725
9
That is absolutely not what constructive dismissal is, that is crazy.
– Davor
10 hours ago
1
@Davor I took a bit of an interpretation around "convince"
– Gregory Currie
10 hours ago
2
Refusing to work and lateness sound like performance issues to me. I don't know why you think they wouldn't be relevant.
– Yay295
9 hours ago
1
@Yay295 Sorry, I wasn't clear. I didn't mean separate out to discard. I should have said categories.
– Gregory Currie
9 hours ago
add a comment |
Your Answer
StackExchange.ready(function()
var channelOptions =
tags: "".split(" "),
id: "423"
;
initTagRenderer("".split(" "), "".split(" "), channelOptions);
StackExchange.using("externalEditor", function()
// Have to fire editor after snippets, if snippets enabled
if (StackExchange.settings.snippets.snippetsEnabled)
StackExchange.using("snippets", function()
createEditor();
);
else
createEditor();
);
function createEditor()
StackExchange.prepareEditor(
heartbeatType: 'answer',
autoActivateHeartbeat: false,
convertImagesToLinks: false,
noModals: true,
showLowRepImageUploadWarning: true,
reputationToPostImages: null,
bindNavPrevention: true,
postfix: "",
imageUploader:
brandingHtml: "Powered by u003ca class="icon-imgur-white" href="https://imgur.com/"u003eu003c/au003e",
contentPolicyHtml: "User contributions licensed under u003ca href="https://creativecommons.org/licenses/by-sa/3.0/"u003ecc by-sa 3.0 with attribution requiredu003c/au003e u003ca href="https://stackoverflow.com/legal/content-policy"u003e(content policy)u003c/au003e",
allowUrls: true
,
noCode: true, onDemand: true,
discardSelector: ".discard-answer"
,immediatelyShowMarkdownHelp:true
);
);
Sign up or log in
StackExchange.ready(function ()
StackExchange.helpers.onClickDraftSave('#login-link');
);
Sign up using Google
Sign up using Facebook
Sign up using Email and Password
Post as a guest
Required, but never shown
StackExchange.ready(
function ()
StackExchange.openid.initPostLogin('.new-post-login', 'https%3a%2f%2fworkplace.stackexchange.com%2fquestions%2f132153%2fhow-to-convince-somebody-that-he-is-fit-for-something-else-but-not-this-job%23new-answer', 'question_page');
);
Post as a guest
Required, but never shown
2 Answers
2
active
oldest
votes
2 Answers
2
active
oldest
votes
active
oldest
votes
active
oldest
votes
How can I convince him to find another career that is best fit for him?
You can't. Given the description:
[..]using CEO connection.
there's nothing much you can do. Despite being rejected by you in the interview, he managed to find a way into your team - that's indication (not a good one though) enough. Time for you to either
- Find yourself a better workplace. (The option I'd go with)
- Suck it up (sorry, it sounds harsh, but one of the options) and let them continue, have periodic performance monitoring and document it, wait for them to fail, and then let management take care of it.
answered 16 hours ago
Sourav GhoshSourav Ghosh
6,57642951
13
When they fail, they will "engineer" it so the OP gets the blame... via CEO connection...
– Solar Mike
16 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
16 hours ago
Yeah I'd worry about the possibility of taking the fall for them--moving somewhere else does sound like the better option if it's a reasonable possibility.
– bob
6 hours ago
1
@SolarMike: Not if OP documents things properly. As in, raised X on [date], upon which we agreed with step by step improvement plan with milestones to be reviewed at [date], [date], etc. Milestones not met by [date], [date], etc. Rinse and repeat for issues Y, Z, etc. Redo an improvement plan or two. At some point the documentation is overwhelming enough that even being the CEO's buddy won't help -- or at the very least the CEO will go OK I'll put him on another team and/or not blame OP for failing.
– Denis de Bernardy
4 hours ago
@DenisdeBernardy "selective evidence" is also an issue - they will produce the bits they want... Saw one victim being blamed and forced to take a psych test... Just to keep someone on...
– Solar Mike
4 hours ago
add a comment |
How can I convince him to find another career that is best fit for him?
You can't. Given the description:
[..]using CEO connection.
there's nothing much you can do. Despite being rejected by you in the interview, he managed to find a way into your team - that's indication (not a good one though) enough. Time for you to either
- Find yourself a better workplace. (The option I'd go with)
- Suck it up (sorry, it sounds harsh, but one of the options) and let them continue, have periodic performance monitoring and document it, wait for them to fail, and then let management take care of it.
answered 16 hours ago
Sourav GhoshSourav Ghosh
6,57642951
13
When they fail, they will "engineer" it so the OP gets the blame... via CEO connection...
– Solar Mike
16 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
16 hours ago
Yeah I'd worry about the possibility of taking the fall for them--moving somewhere else does sound like the better option if it's a reasonable possibility.
– bob
6 hours ago
1
@SolarMike: Not if OP documents things properly. As in, raised X on [date], upon which we agreed with step by step improvement plan with milestones to be reviewed at [date], [date], etc. Milestones not met by [date], [date], etc. Rinse and repeat for issues Y, Z, etc. Redo an improvement plan or two. At some point the documentation is overwhelming enough that even being the CEO's buddy won't help -- or at the very least the CEO will go OK I'll put him on another team and/or not blame OP for failing.
– Denis de Bernardy
4 hours ago
@DenisdeBernardy "selective evidence" is also an issue - they will produce the bits they want... Saw one victim being blamed and forced to take a psych test... Just to keep someone on...
– Solar Mike
4 hours ago
add a comment |
How can I convince him to find another career that is best fit for him?
You can't. Given the description:
[..]using CEO connection.
there's nothing much you can do. Despite being rejected by you in the interview, he managed to find a way into your team - that's indication (not a good one though) enough. Time for you to either
- Find yourself a better workplace. (The option I'd go with)
- Suck it up (sorry, it sounds harsh, but one of the options) and let them continue, have periodic performance monitoring and document it, wait for them to fail, and then let management take care of it.
answered 16 hours ago
Sourav GhoshSourav Ghosh
6,57642951
How can I convince him to find another career that is best fit for him?
You can't. Given the description:
[..]using CEO connection.
there's nothing much you can do. Despite being rejected by you in the interview, he managed to find a way into your team - that's indication (not a good one though) enough. Time for you to either
- Find yourself a better workplace. (The option I'd go with)
- Suck it up (sorry, it sounds harsh, but one of the options) and let them continue, have periodic performance monitoring and document it, wait for them to fail, and then let management take care of it.
answered 16 hours ago
Sourav GhoshSourav Ghosh
6,57642951
edited 15 hours ago
answered 16 hours ago
Sourav GhoshSourav Ghosh
6,57642951
answered 16 hours ago
Sourav GhoshSourav Ghosh
6,57642951
answered 16 hours ago
Sourav GhoshSourav Ghosh
6,57642951
6,57642951
13
When they fail, they will "engineer" it so the OP gets the blame... via CEO connection...
– Solar Mike
16 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
16 hours ago
Yeah I'd worry about the possibility of taking the fall for them--moving somewhere else does sound like the better option if it's a reasonable possibility.
– bob
6 hours ago
1
@SolarMike: Not if OP documents things properly. As in, raised X on [date], upon which we agreed with step by step improvement plan with milestones to be reviewed at [date], [date], etc. Milestones not met by [date], [date], etc. Rinse and repeat for issues Y, Z, etc. Redo an improvement plan or two. At some point the documentation is overwhelming enough that even being the CEO's buddy won't help -- or at the very least the CEO will go OK I'll put him on another team and/or not blame OP for failing.
– Denis de Bernardy
4 hours ago
@DenisdeBernardy "selective evidence" is also an issue - they will produce the bits they want... Saw one victim being blamed and forced to take a psych test... Just to keep someone on...
– Solar Mike
4 hours ago
add a comment |
13
When they fail, they will "engineer" it so the OP gets the blame... via CEO connection...
– Solar Mike
16 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
16 hours ago
Yeah I'd worry about the possibility of taking the fall for them--moving somewhere else does sound like the better option if it's a reasonable possibility.
– bob
6 hours ago
1
@SolarMike: Not if OP documents things properly. As in, raised X on [date], upon which we agreed with step by step improvement plan with milestones to be reviewed at [date], [date], etc. Milestones not met by [date], [date], etc. Rinse and repeat for issues Y, Z, etc. Redo an improvement plan or two. At some point the documentation is overwhelming enough that even being the CEO's buddy won't help -- or at the very least the CEO will go OK I'll put him on another team and/or not blame OP for failing.
– Denis de Bernardy
4 hours ago
@DenisdeBernardy "selective evidence" is also an issue - they will produce the bits they want... Saw one victim being blamed and forced to take a psych test... Just to keep someone on...
– Solar Mike
4 hours ago
13
13
When they fail, they will "engineer" it so the OP gets the blame... via CEO connection...
– Solar Mike
16 hours ago
When they fail, they will "engineer" it so the OP gets the blame... via CEO connection...
– Solar Mike
16 hours ago
8
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
16 hours ago
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
16 hours ago
Yeah I'd worry about the possibility of taking the fall for them--moving somewhere else does sound like the better option if it's a reasonable possibility.
– bob
6 hours ago
Yeah I'd worry about the possibility of taking the fall for them--moving somewhere else does sound like the better option if it's a reasonable possibility.
– bob
6 hours ago
1
1
@SolarMike: Not if OP documents things properly. As in, raised X on [date], upon which we agreed with step by step improvement plan with milestones to be reviewed at [date], [date], etc. Milestones not met by [date], [date], etc. Rinse and repeat for issues Y, Z, etc. Redo an improvement plan or two. At some point the documentation is overwhelming enough that even being the CEO's buddy won't help -- or at the very least the CEO will go OK I'll put him on another team and/or not blame OP for failing.
– Denis de Bernardy
4 hours ago
@SolarMike: Not if OP documents things properly. As in, raised X on [date], upon which we agreed with step by step improvement plan with milestones to be reviewed at [date], [date], etc. Milestones not met by [date], [date], etc. Rinse and repeat for issues Y, Z, etc. Redo an improvement plan or two. At some point the documentation is overwhelming enough that even being the CEO's buddy won't help -- or at the very least the CEO will go OK I'll put him on another team and/or not blame OP for failing.
– Denis de Bernardy
4 hours ago
@DenisdeBernardy "selective evidence" is also an issue - they will produce the bits they want... Saw one victim being blamed and forced to take a psych test... Just to keep someone on...
– Solar Mike
4 hours ago
@DenisdeBernardy "selective evidence" is also an issue - they will produce the bits they want... Saw one victim being blamed and forced to take a psych test... Just to keep someone on...
– Solar Mike
4 hours ago
add a comment |
I am going to assume that you can't reason with him, and you are using "convince" as a euphemism. As a leader, you can't "convince" people to leave.
Doing so is called constructive dismissal and is illegal in a lot of places.
You need to treat them like you would any other employee. Sometimes managers get handed people they don't want to deal with. That's life.
You need to separate out behavioral issues, like refusing to work, lateness, etc, from performance issues. You need to develop a plan for them to get the skills required to complete their job.
When/if the CEO steps to tell you to relax your standards on them, that's when you do so. You also make it clear that he is a burden on the team. If the CEO is happy with that, that's just something you'll have to accept, or look to get a job elsewhere.
answered 15 hours ago
Gregory CurrieGregory Currie
2,90031725
9
That is absolutely not what constructive dismissal is, that is crazy.
– Davor
10 hours ago
1
@Davor I took a bit of an interpretation around "convince"
– Gregory Currie
10 hours ago
2
Refusing to work and lateness sound like performance issues to me. I don't know why you think they wouldn't be relevant.
– Yay295
9 hours ago
1
@Yay295 Sorry, I wasn't clear. I didn't mean separate out to discard. I should have said categories.
– Gregory Currie
9 hours ago
add a comment |
I am going to assume that you can't reason with him, and you are using "convince" as a euphemism. As a leader, you can't "convince" people to leave.
Doing so is called constructive dismissal and is illegal in a lot of places.
You need to treat them like you would any other employee. Sometimes managers get handed people they don't want to deal with. That's life.
You need to separate out behavioral issues, like refusing to work, lateness, etc, from performance issues. You need to develop a plan for them to get the skills required to complete their job.
When/if the CEO steps to tell you to relax your standards on them, that's when you do so. You also make it clear that he is a burden on the team. If the CEO is happy with that, that's just something you'll have to accept, or look to get a job elsewhere.
answered 15 hours ago
Gregory CurrieGregory Currie
2,90031725
9
That is absolutely not what constructive dismissal is, that is crazy.
– Davor
10 hours ago
1
@Davor I took a bit of an interpretation around "convince"
– Gregory Currie
10 hours ago
2
Refusing to work and lateness sound like performance issues to me. I don't know why you think they wouldn't be relevant.
– Yay295
9 hours ago
1
@Yay295 Sorry, I wasn't clear. I didn't mean separate out to discard. I should have said categories.
– Gregory Currie
9 hours ago
add a comment |
I am going to assume that you can't reason with him, and you are using "convince" as a euphemism. As a leader, you can't "convince" people to leave.
Doing so is called constructive dismissal and is illegal in a lot of places.
You need to treat them like you would any other employee. Sometimes managers get handed people they don't want to deal with. That's life.
You need to separate out behavioral issues, like refusing to work, lateness, etc, from performance issues. You need to develop a plan for them to get the skills required to complete their job.
When/if the CEO steps to tell you to relax your standards on them, that's when you do so. You also make it clear that he is a burden on the team. If the CEO is happy with that, that's just something you'll have to accept, or look to get a job elsewhere.
answered 15 hours ago
Gregory CurrieGregory Currie
2,90031725
I am going to assume that you can't reason with him, and you are using "convince" as a euphemism. As a leader, you can't "convince" people to leave.
Doing so is called constructive dismissal and is illegal in a lot of places.
You need to treat them like you would any other employee. Sometimes managers get handed people they don't want to deal with. That's life.
You need to separate out behavioral issues, like refusing to work, lateness, etc, from performance issues. You need to develop a plan for them to get the skills required to complete their job.
When/if the CEO steps to tell you to relax your standards on them, that's when you do so. You also make it clear that he is a burden on the team. If the CEO is happy with that, that's just something you'll have to accept, or look to get a job elsewhere.
answered 15 hours ago
Gregory CurrieGregory Currie
2,90031725
edited 9 hours ago
answered 15 hours ago
Gregory CurrieGregory Currie
2,90031725
answered 15 hours ago
Gregory CurrieGregory Currie
2,90031725
answered 15 hours ago
Gregory CurrieGregory Currie
2,90031725
2,90031725
9
That is absolutely not what constructive dismissal is, that is crazy.
– Davor
10 hours ago
1
@Davor I took a bit of an interpretation around "convince"
– Gregory Currie
10 hours ago
2
Refusing to work and lateness sound like performance issues to me. I don't know why you think they wouldn't be relevant.
– Yay295
9 hours ago
1
@Yay295 Sorry, I wasn't clear. I didn't mean separate out to discard. I should have said categories.
– Gregory Currie
9 hours ago
add a comment |
9
That is absolutely not what constructive dismissal is, that is crazy.
– Davor
10 hours ago
1
@Davor I took a bit of an interpretation around "convince"
– Gregory Currie
10 hours ago
2
Refusing to work and lateness sound like performance issues to me. I don't know why you think they wouldn't be relevant.
– Yay295
9 hours ago
1
@Yay295 Sorry, I wasn't clear. I didn't mean separate out to discard. I should have said categories.
– Gregory Currie
9 hours ago
9
9
That is absolutely not what constructive dismissal is, that is crazy.
– Davor
10 hours ago
That is absolutely not what constructive dismissal is, that is crazy.
– Davor
10 hours ago
1
1
@Davor I took a bit of an interpretation around "convince"
– Gregory Currie
10 hours ago
@Davor I took a bit of an interpretation around "convince"
– Gregory Currie
10 hours ago
2
2
Refusing to work and lateness sound like performance issues to me. I don't know why you think they wouldn't be relevant.
– Yay295
9 hours ago
Refusing to work and lateness sound like performance issues to me. I don't know why you think they wouldn't be relevant.
– Yay295
9 hours ago
1
1
@Yay295 Sorry, I wasn't clear. I didn't mean separate out to discard. I should have said categories.
– Gregory Currie
9 hours ago
@Yay295 Sorry, I wasn't clear. I didn't mean separate out to discard. I should have said categories.
– Gregory Currie
9 hours ago
add a comment |
Thanks for contributing an answer to The Workplace Stack Exchange!
- Please be sure to answer the question. Provide details and share your research!
But avoid …
- Asking for help, clarification, or responding to other answers.
- Making statements based on opinion; back them up with references or personal experience.
To learn more, see our tips on writing great answers.
Sign up or log in
StackExchange.ready(function ()
StackExchange.helpers.onClickDraftSave('#login-link');
);
Sign up using Google
Sign up using Facebook
Sign up using Email and Password
Post as a guest
Required, but never shown
StackExchange.ready(
function ()
StackExchange.openid.initPostLogin('.new-post-login', 'https%3a%2f%2fworkplace.stackexchange.com%2fquestions%2f132153%2fhow-to-convince-somebody-that-he-is-fit-for-something-else-but-not-this-job%23new-answer', 'question_page');
);
Post as a guest
Required, but never shown
Sign up or log in
StackExchange.ready(function ()
StackExchange.helpers.onClickDraftSave('#login-link');
);
Sign up using Google
Sign up using Facebook
Sign up using Email and Password
Post as a guest
Required, but never shown
Sign up or log in
StackExchange.ready(function ()
StackExchange.helpers.onClickDraftSave('#login-link');
);
Sign up using Google
Sign up using Facebook
Sign up using Email and Password
Post as a guest
Required, but never shown
Sign up or log in
StackExchange.ready(function ()
StackExchange.helpers.onClickDraftSave('#login-link');
);
Sign up using Google
Sign up using Facebook
Sign up using Email and Password
Sign up using Google
Sign up using Facebook
Sign up using Email and Password
Post as a guest
Required, but never shown
Required, but never shown
Required, but never shown
Required, but never shown
Required, but never shown
Required, but never shown
Required, but never shown
Required, but never shown
Required, but never shown
8
Nepotism rules sadly - so your move : stay or go...
– Solar Mike
16 hours ago
3
Next month I am forming in a new team with new company.
– Sarit
15 hours ago
27
Well, relax, ignore this issue and prepare for that. Best of luck.
– Solar Mike
15 hours ago
This is my 3rd situations in my life. Thank you for your response.
– Sarit
15 hours ago
12
Can you just sideline him and ignore him. Stop wasting time teaching him if he wont learn. Assign him a task to "learn technology xyz" and he can sit and surf internet all day without bothering you.
– vikingsteve
11 hours ago