A reader has reached out for advice on a delicate situation with a long-time employee, “Bob,” where they need to deliver some potentially tough feedback: “You may not have the qualities needed to succeed in this role.”
Bob has shown interest in advancing to a higher position and has invested two years in studying the field, taking training courses funded by the company, and receiving mentorship from industry contacts. Despite these efforts, there are recurring issues that hinder his progress. These include poor communication skills leading to misinformation and confusion within the team, as well as struggles with prioritization.
Furthermore, Bob has difficulty accepting feedback, which often results in anxiety and irritability, impacting team dynamics and leading to damaged relationships with coworkers. Despite his eagerness to learn and grow, it is evident that Bob lacks essential skills for the role and has not shown improvement, requiring significant time and effort from his supervisor to rectify his mistakes.
In summary, Bob’s performance indicates that he may not be a good fit for the role in the company. It is clear that further resources spent on his training may not yield the desired outcome. The challenge now is how to communicate this reality to Bob in a compassionate yet honest manner, conveying the message that he may need to redirect his career goals elsewhere.
If you’d like to read my response to this question in more detail, head over to Inc. where I delve into revisiting archived letters and providing updated insights and advice.
