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Management is about knowing what people need. Hammering someone who doesn't see a problem is the best way to make a problem. It's not about being passive. It's

• corobo 6y ago
  Yes but I'm extending that to be treating adult humans like adult humans. Have a discussion, grab a coffee. Make it known. No hammering, discourse. "It’s emotionally draining to keep faking success or status that’s not legitimate." I'm saying get this sort of thing out of your playbook entirely. Of course someone's going to think they're doing well if you tell them they are!
  • ptaffs 6y ago
    In this situation the other person believes they are correct and a high performer and you, the manager and your advice, is wrong. Your advice is wrong and your expectations are wrong. You can't have the conversation until you've done the work to identify the likely cause of an underperformer’s lack of self-awareness.
    • corobo 6y ago
      That's where the spine requirement comes in. Tell them the next step. Performance improvement plans and/or warnings. If there's nothing that can be done due to the lack of give and take from the employee then your only recourse is to get shot of them, whether through transferring them to some other dept where they'd be better suited or letting them go