Been there, got the scars.

First thing, explain to them in writing how their behaviour impacts the team as a collective, not just you specifically.

If the behaviour persists, put them on a performance improvement plan. Specifically outline the behaviour that needs to change and importantly: hold the whole team to the same standard and scrutiny.

Three outcomes in order of likelihood:

- they take the hint and leave

- they improve enough to get the PIP off them

- you have justification for disciplinary actions including termination.

It’s a drain on your time and energy, but it’s a sure fire way to create an actionable record of this employees bad behaviour.

Make sure your boss and your skip-level are aware you’re taking this action - there’s nothing they can do to stop you doing it, and if they’re genuine they’ll appreciate that you’re putting in the effort to set this guy straight.

I can’t do that. My manager can, but I don’t think he’s strong-willed enough to actually do it.

I can put it in writing in his review, which I plan to do. I don’t want it to be a surprise.

I need way more from my manager. The only way I can get that is through my skip.