I'm a first-time manager in an IT department and have found myself in a tough spot with one of my employees. Despite him having a Masters in Computer Science and over 20 years of experience, he struggles with basic IT tasks that I expected him to handle with ease. For example, he doesn't know about the sync option in Google Chrome, can't set up audio for virtual meetings, and struggles with basic email etiquette — the staff often finds his emails confusing and lacking context. I've tried training him, but he seems resistant to feedback and has not retained what he learned. I'm unable to let him go due to company policies, but I'm at my wits' end trying to improve his performance while keeping the team running smoothly. What are some strategies or training resources I can use to help him enhance his skills?
5 Answers
Given that he has a lot of experience, maybe he is just set in his ways and doesn’t take criticism well. Document everything and communicate the need for improvement clearly. If he can’t adapt, perhaps a different role or department might suit him better, or he might decide to move on. Sometimes people just need a little nudge to find the right fit.
You have to be methodical about this. Make sure you're using formal channels to document issues and keep HR involved. If you can’t fire him right away, you'll need to provide evidence of repeated failures and the steps taken to help him improve. If this continues, a PIP is the way to go. It's essential for protecting yourself and improving the team.
Absolutely, HR knows the situation now and will want regular updates on his improvement progress.
It sounds like you're dealing with a classic case of someone who's maybe been in their comfort zone for too long. If possible, stop fixing his mistakes yourself; instead, hold him accountable for his work. Set clear performance goals and perhaps put him on a Performance Improvement Plan (PIP) if that's feasible. This way, he understands the urgency to improve.
Totally! Letting him sink or swim might be the wake-up call he needs. Just be sure to document everything carefully.
I wouldn’t waste time trying to change someone who doesn’t want to improve. Document all his shortcomings and the steps you're taking to train him. If he doesn't get better after going through training, then it might just be time to part ways. In a company environment, keeping a poor performer affects morale and productivity.
Exactly! If HR is on your side, now's the time to push for change. You need to protect the team's effectiveness.
You might want to consider structured training or certifications like Coursera's Google career certificates. It's also crucial to communicate how his lack of skills is impacting the team and the organization. Set regular check-ins after training sessions to discuss progress. If he continues to resist change, that speaks volumes about his fit for the role.
Good point! I'll definitely explore those certification options and keep tabs on his progress weekly.
That makes sense! I'll definitely keep an eye on whether he can adjust to suggestions.