Dear HR/Admn Professional,
Non-Performance is an outcome by itself, However may I submit the following observationas, although some may be repetative :
1) The fact that he worked for a very good company proves that he is basically a good worker/professional.
2) If the earlier company has retained him for atleast more than one year then he is just fine.
3) You may want to take him into confidence... communication is the key.
4)May be He wants an initiation of this process from the management's side.
5) A compulsion on his part... in fact his team (of subordinates) structure may have to be reviewed. Its like he is given Bangladesh Cricket team and expected to beat a side like Australia.
6) There may be some issues especially with regard to performance, commitment and team spirit.... on part of his subordinates as well.
7) In the earlier organisation that he worked in,the level of commitment and other factors may have relatively better due to overall company's structure,environment, salaries and benefits, as such that they comfortably went about doing their job without minimal supervision. He may be paid a high salary by your standards but what about his current team ??
8) If he has joined you on a promotion,where the scale of operations,size of the team is something that he is finding difficult to handle, you/your senior management team may want to communicate face to face threadbare, thats the only way to go about it....
9) If there are more variables/factors,then you may want to give him/her a timeframe mutually agreed upon.
10) Hopefully this works out well... if not then you have no choice but bid him a good bye.
11) At the end of this exercise you will be wiser...having commuicated very clearly with him. Next time you recruit some one... you are wiser still.... the organisation will continue to pay him until then... but you as person & professional and as a professionally managed company would have cleared issues at your end, although it will cost you.
12) This will go a long way..... in creating a very positive working conditions where empathy is the key.... and at the same time being firm with your HR policy.