Structure and optimize the following focus plan:                                                                                                                                                           Background:

Aly has been with Amazon for 12 months, He joined VF team in July of 22’’ as city manager for West Cairo shortly before PEAK and showed high ownership and bias for action and was rated as an HV2. 

Shortly after PEAK, and starting in Jan 23’’, Aly faced a few health-related family issues that started to clearly affect his focus, performance and output.

He requested multiple personal leaves, and the team offered support to cover for him.

After things seemingly started to get better on the personal aspects, his performance never picked up, rather, it continued to slack.



Performance Assessment:

As a City manager Aly is responsible for all West Cairo sites, 5 of which are critical- high volume VF sites with Amazon AAs on ground.

Aly is tasked with all on ground operations, IB control, stock control, AA performance, TPH, labor management and their development for all of his sites.

On ground Ops: Aly has not been fully present on ground for the past couple of months and has been relying more on the on-ground supervisor to control operations hence multiple issues are not being identified on time and handled properly.
In addition, a few instances occurred where even when he was present on ground he failed (or chose not to) to communicate high risk impactful issues to his superiors, pears or relevant stakeholders which led to tons of extra work on the team’s end and at times translated to actual misses impacting overall team metrics and performance.

IB and stock Control: Continuous gaps have been found in both areas with multiple promises of remediation on his end with no appropriate output. Issues have not been brought to leadership attention on time, because of vague, incomplete or untrue answers to follow-up questions which resulted in a significant trust breach between Aly and the team.

AA performance and TPH: Due to his lack of presence on ground, TPH has been dropping from its BAU value and AA’s performance has been slacking.
Multiple instances occurred where items were poorly packed, lost, shipped without AWBs, etc..
A clear lack of control, follow up and proper training has been identified and communicated to Aly without proper actions taken on his end to fix it.




Initial Performance Assessment Conclusion:

Aly’s continuous drop in performance and irresponsiveness to feedback, along with serious concerns on earning trust has led the team to decide on putting him on focus to communicate the gaps more assertively and track performance progress very closely.

Task, goals and actions should be communicated to him in details, with clear milestones, deliverables and deadlines in order to assess his progress properly. 


Development Areas;

1-	Work on earning back team’s trust by communicating more clearly and truthfully in a timely manner.
2-	Take back control of on ground ops, by being more present and DDing into all matters in question.
3-	Work on better tracking AA’s performance & TPH, identify gaps and work in depth to develop and train AAs and optimize TPH.
4-	Keep track of data and volumes to better manage and communicate labor needs, and optimize rooster.
5-	Work on his communication skills with the team and relevant stakeholders to be able to callout critical issues on time.
6-	Work on better understanding priorities, criticalities and time sensitivity of his tasks.