Quote:
Originally Posted by kadudu
1. He does this a lot. He's one of those guys who never seems to just do something his employers tell him, but rather give an excuse of why he shouldn't do it the way we told him and why he should do it another way. Makes things take longer than they should.
2. He's been right about some things but other times he's said things with confidence that were actually very stupid.
3. Yep, he read the job description we gave him and he knows exactly what he needs to do.
4. I'm going to the Asia Adult Expo in Macau in August and so far this employee has been involved in our preparation for the trip. He's also worked a lot on the first sites we're building. As of now we have nobody that could be ready to replace his position at a moment's notice. It's not a budget concern why we can't fire him now, though.
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Ah now this clears it up a lot more. I'd honestly sit down with him after the trip is done and explain your position on everything. Lay it out exactly that what he does bothers you on a personal and professional level, remind him that there will always be things he doesn't necessarily agree with but must happen. Also make it very clear how you do appreciate that he looks out for the greater good of the company but that sometimes, time is of essence and risks are worth taking.
The downfall though is the risk that he may feel he cannot come to you about things he does see are wrong. That's why a good conversation about it is very important. Even if it means telling him he has to do what is asked of him, how it's asked of him and when it's asked of him at the end of the day because in reality, you are his boss. use a tactful approach with that.
Do this face-to-face if possible to avoid knee-jerk reactions and place him on a silent-to-him probation to avoid sabotage. If things don't change dramatically within your time-frame, let him go. . Have all your P's and Q's lined up to be able to quickly change everything just in-case.
Obviously I don't know the dynamics of your company but this is pretty much the best advice I can come up with. I've been in these positions before, especially worse when it's a person I actually like as a person. That's why I'm not a big fan of retail management anymore.