1) Add a code review step to your workflow. 2) Institute a weekly 1-1 meeting. This meeting is about what's going well and what's not going well in the busines

1) Add a code review step to your workflow. 2) Institute a weekly 1-1 meeting. This meeting is about what's going well and what's not going well in the business, in your collaboration, and in your interpersonal relationship. From both sides. Do this every week at a set time. Frame it as a check-in. Listen to what he has to say about what's going on, and also bring up anything that's causing you problems. Frame your concerns not by stating "your work isn't good enough" or "you need to follow this process in this way". Instead mention that a deadline slipped because you didn't realize something had been completed. Explain that the reason you ask him to use process XYZ is so that you'll know what is and isn't ready to ship. Then ask him how you can (together) avoid that problem in he future. Basically, you're pointing out (objectively, without blame or attack) a problem that impacted the business, demonstrating how it's linked to the behavior you want him to change, and asking him for a solution within certain parameters (which makes him invested in the solution because it's his idea). 3) if he's unwilling to engage in fixing problems that impact the business, or if his work quality doesn't improve after a couple months of code review (and code review should go both ways so a) he can see how you do things and make suggestions of his own and b) it feels less hierarchical) -- well, you're the boss. Fire him and find someone you can work with better.