3 ms·
1. Try videotaping or recording his behavior (you would need his permission) and have him watch it. This might not work. 2. Make it clear to him that his behav
by argonaut 14y ago
1. Try videotaping or recording his behavior (you would need his permission) and have him watch it. This might not work.
2. Make it clear to him that his behavior is going to be an impediment to advancing (people skills), especially if he is going to lead projects in the future. DO NOT threaten or hint at firing him. That is counterproductive.
3. Try AznHisoka's advice and give him a standalone project, or offer to have him work remotely (again, he would need to work on a standalone project remotely).
4. Try all the above. Then do not hesitate to fire him if they don't work. You have to understand that someone with a bad attitude poisons the environment for everyone else, and since he's a very early hire, it has repercussions that last for years and can affect generations of new hires.
- argonaut 14y agoI would like to add that you should get him to sign a legal release as part of a generous severance package. The last thing you need is a former employee bad mouthing your company all over the internet.