I work in IT, in a healthcare facility in the US.
The IT department manager was fired. Unrelated, the next level boss—the CFO—transferred to another facility. It has been declared that the manager position was closed and will be replaced with a supervisor position. I am certain I will be given the supervisor position—and my tech position will not be replaced.
As a byproduct of the strenuous circumstances, I have come to realize that one of my coworkers—a junior tech—is under-performing. Although his technical skills are competent, his workplace-skills are severely lacking. The rest of the team has a difficult time interacting with him, the majority of his work requires follow-up & re-completion, and other departments have complained about his attitude and performance.
Prior to these circumstances, I deferred judgement to my manager. Additionally, I have become friends outside of work with this under-performing coworker. Admittedly, I've been a terrible example to my coworker due to burn-out. I privately discussed his attitude and performance with him, and he has slightly improved. However, I don't know how to approach the rest.
We have met our new CFO, and discussions have started concerning the supervisor position and the structure changes. With the expectation that I will be the new supervisor, how should I approach and communicate the issue concerning my under-performing coworker?
The morale in the department is fairly low and this is causing additional stress. Additionally, I believe my coworker may be capable of maliciously retaliating.
These are the ideas I came up with
- Privately encourage him to seek alternate employment.
- Being a junior, his position may be eliminated in further re-structuring (unlikely).
- Discuss the issue outright—risk losing a friend
- Morale is low enough that the outcome may be disastrous
- Bring the issue to HR and new CFO
- I feel like this would appear political and give a bad impression.
- Do nothing until leadership and structure changes are in-place.
- This actively harms the department and customers.
I am certain I will be given the supervisor position—and my tech position will not be replaced.- Does this mean you'll be doing both supervising and tech stuff? You say you're already burned out - be careful of responsibilities and scrutiny increasing while you're burned out