How to convince somebody that he is fit for something else, but not this job?
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
15 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
15 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
15 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
15 hours ago
Nepotism rules sadly - so your move : stay or go...
– Solar Mike
15 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 15 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
15 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
15 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 |
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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 15 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
15 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
15 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 15 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
15 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
15 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 15 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 15 hours ago
Sourav GhoshSourav Ghosh
6,57642951
edited 15 hours ago
answered 15 hours ago
Sourav GhoshSourav Ghosh
6,57642951
answered 15 hours ago
Sourav GhoshSourav Ghosh
6,57642951
answered 15 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
15 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
15 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
15 hours ago
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
15 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
15 hours ago
When they fail, they will "engineer" it so the OP gets the blame... via CEO connection...
– Solar Mike
15 hours ago
8
8
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
15 hours ago
@SolarMike or, maybe the management will not care about the failure..at all.
– Sourav Ghosh
15 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
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8
Nepotism rules sadly - so your move : stay or go...
– Solar Mike
15 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