i have a principle engineer on my Team who is underperforming his shortcomings are: 1) very poor comm skills and heavy mother tongue influence 2) he is aged , so he sees himself high but never drives technical solutions to the finish line. being the senior most in the team he doesnt standout as a role model. I have never tried to discriminate him on the basis of his age 3) needs a lot of hand holding and when challenged on designs he looses cool 4) poor coding skills , doesnt even write unit tests for his code 5) not analytical or out of box thinker , just draws a line saying its not my issue 6) head butts with others , he has been moved across Teams before i joined thid company i do my 1:1 every week and had given a feedback on the above points and told him that my expectation would be to have him cover these shortcomings to earn trust and respect , however this hasnt been happening i genuinely want to help him , i can PIP him as well, how do I give him a constructive feedback as a manager and Help him out of the situation he has put himself in ?
Why would you keep someone like this?
Promote him above your level, let director deal with him.
Maybe he is just pissed with people calling him a principle ...
From my personal experience having worked with a shitty principal, it’s demoralizing for the rest of the team to have someone who’s getting paid way more than everyone else not be able to work at the same level as a mid-level. If he’s not doing well with handholding, you may just have to give him the boot
Are you from Amazon? Your language sounds Amazonian :)
I thought he is talking about someone in my company 😂
Hand holding is never the answer unless person entry level. Getting micromanaged just pisses people off rather than build trust. If you wanna build trust then give him projects to lead, leave him be and say he's accountable for results. If it works, great, if it doesn't, then fire him.
Are you going to PIP the guy?
I am
Set clear goals and deliverables for him and tell him that he needs to work on his communication and improve code quality and him being senior member you expect him to handle complex tasks justifying his salary.
It would be helpful to list those shortcomings to him.
Definitely start by calling him aged
U haven’t read my post in full