Comment by olddustytrail
10 days ago
Yes, if that's your process then that's what you're being paid to do.
OTOH, why shouldn't your team be able to say you're a bad manager and just get you fired? There is rarely a simple process to do that.
They're the productive ones so this seems a little backwards.
At any rate I definitely don't see why a managers job should be made easier to avoid the realistic implications of firing someone. If they can't cope with the clearly defined rules then maybe they're just not a competent manager.
I agree with you and upvoted you but:
IMO the problem from a management perspective isn't really the bad performer staying too long.
Also, dealing with HR as a manager is mostly fine. They actually respect you.
And just having someone that sucks on your team for one extra year is not really much of a burden. Sure you have to do extra paperwork, adjust morale, but that's just the job.
The problem IME is when this is used against you. When timelines are tight and the C-Level complain that "you already have N reports", but you can't fire or transfer the person who's disruptive, doesn't delivery or is clearly doing a second job instead, and the C-Level is too lazy to check what's going on.
You're absolutely right that this is a problem when you're trying to break into the C suite.
This is a deliberate tactic. Don't accept their framing. You are following the correct procedure and...
This is the tough bit, you need to call out whoever is trying to keep you down.