Hello, I have a case of a manager sending an email asking for HR feedback on employee performance issues below, please give me guidance….

“Hi Both,
I have spoken to each of you regarding (Employee Name )and his tardiness issues. At the same time his performance is showing a lot of signs that are bringing his reliability into serious question. This was the state he was in when I first took over, and despite making a lot of progress over the past year and a half, he has sharply regressed back into his old patterns – without giving any reasons to me when I tried to have multiple discussions with him on his performance. The discussions pretty much entail him openly taking all feedback from me quite positively and not challenging any of the facts I share with him regarding his underperformance and lateness. He never gives a reason for what’s going on with him, but responds with that he will have this resolved and improved going forward. I have not seen any results to show that’s the case as of yet.

I have set-up a meeting between this group to discuss next steps (either putting him on an official performance improvement plan, or other alternatives), however, I just wanted to get on the same page with this group before proceeding. Just as an fyi – if he were to transition out at any stage, I have already cross trained Sean and Ruchik on all purchasing functions that Utsav currently handles (including replenishments). At the same time, Ruchik has a major passion that he has indicated for taking a more active role as a buyer/negotiator for us on resourcing projects.

To give you a bit of an idea:

– he is late every single day coming into the office despite being told in no uncertain terms by me that he needs to show up at 9am (9:05am is late). His average arrival time is 9:30am to 9:45am, and sometimes creeps all the way to 10:30am. A majority of the time there is no communication from him or to me that he will be late. This pattern is being noticed by the rest of my team as well as other members at New Dundee and sending a really bad message across the board. Most team members wonder at what time will (Employee name )come in to the office, if at all on a given day

– almost weekly he has a unique reason to not work out of the office for a day (sometimes 2 days a week) consistently. I have attached the string of emails he has been sending to us just this month alone. A lot of these relate to him citing medical reasons, so I wanted feedback from you guys to see if at this point we’re warranted to have a medical note on file given how chronic these absences are happening
– he does not actively seek out any work or projects, when I’m aware that he has downtime on his hands. I had listed this one out as a priority of his if he intends to be a manager one day, which he indicated that he did
– he has consistently started missing deadlines if not actively micromanaged by me
– even when he’s working from home, I’m having a harder time getting a hold of him via email or Google chat consistently, and do need to chase him via phone calls if I need him to respond”