First, I would ask - if Paul has acted as director for a year, why do you guys not promote him? I assume they would tell why Paul is not fit for this position, such as he is strong technically, but not good enough in management skills, etc. Then I would put Paul's weakness as my strength. I would briefly analysis the reaction of Paul to the new boss which he has been doing all new boss's function for one year. Paul may show resistance, and may resist for the work as well. I understand all these. I would have the first one on one talk with Paul, and I will let him know that he is still the most important member of the team, my success and the whole team's success will depend on him. I will closely work with him to get started for the new job. I would like to keep him in the team, and respect him as much as I can. However, if after couple month he will still resist to the work (I do not care if his resist to me for first couple month) I will talk with him seriously and may raise the issue to upper management.
For the second question, I would try to find out first why this employee is under performed. The possible reasons will include weak technical skills, given less responsibility then his actual ability, not fit into the work environment (such as poor peer relationship), was evaluated unfairly, or even personal life has something going on. After find out the under performed the reason, then I would find the solutions to resolve the problem accordingly. Such as lack of technical skills, I would arrange the necessary training for him, appointed a mentor for him, given some low level technical job to this employee while his is try to improve his technical skills. Please be note, we expect the team members have different levels and different personalities, it's matters how we manage them accordingly.
Wish above will help you a little!
For the second question, I would try to find out first why this employee is under performed. The possible reasons will include weak technical skills, given less responsibility then his actual ability, not fit into the work environment (such as poor peer relationship), was evaluated unfairly, or even personal life has something going on. After find out the under performed the reason, then I would find the solutions to resolve the problem accordingly. Such as lack of technical skills, I would arrange the necessary training for him, appointed a mentor for him, given some low level technical job to this employee while his is try to improve his technical skills. Please be note, we expect the team members have different levels and different personalities, it's matters how we manage them accordingly.
Wish above will help you a little!
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