Suppose there is one supervisor who doesnt wish to work as per his/ her JD and i am responsible for the whole project. What should i do? Saving Changes...
Can you clarify the question - is this a functional manager whose resources are team members on your project and his behavior is impacting your project's success?
If so, I'd suggest meeting with him 1:1 to let him know that there are impacts to your project and to try to understand why he is behaving in a negative manner.
Kiron Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
I guess "JD" would be "Job Description".
Question is still unclear, are you working as a team member under his supervision or you are the PM and the supervisor is working for you? Saving Changes...
Anonymous
Fire his A... :)
Joking after a long and tiring day.
Understand why and if there is a good reason deal with it and fix the situation. If not good reason, just a bad performer, maybe you need to have a one-on-one and maybe even a soft warning Saving Changes...
Could you please clarify your question? Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
Nothing works according to a job description, anymore. You should have defined the roles and responsibilities for that person, or that person's position, for your project. Review these roles and responsibilities with the person. Saving Changes...
Ed Tsyitee JrConsultant | Consultant Tucson, Az, United States
You would need to audit the job description to ensure that the work performed is still accurate to what is being done. That is up to the HR department to do that.
Having a conversation with the supervisor is a great idea. Perhaps there is something within the scope of the project that doesn't align with the job description, and they are working the scope, not the JD. Saving Changes...
Mansoor MustafaSenior PM| Government DepartmentRawalpindi Punjab, Pakistan
Question require clarification, but some team member is not performing as per job description then he may be warn firstly verbally and if he still he is persistent then action can be as per policy and regulation of organization/ firm Saving Changes...
