Managing Underperformance

[@v.ilchenko]

Thanks for the high quality content! Great steps, especially about identifying the root of the underperformance. Usually it’s a result of some other stuff. People don’t have an intent to do a poor job or piss you off 😊

[@sviatoslavnovosiadlyi611]

I do want to add that Covid changed dynamics. I don’t see people working until 5 anymore. I don’t measure work in hours but I also see less output from people in general, especially among younger folks

[@andriiantoniuk8419]

What's an average timespan for performance improvement plan to be finished? Is it a month, or a few weeks? 🤔

[@so_nerdy]

industry standard is ~ 90days

[@andriiantoniuk8419]

What's the average employment time 🤔 I'm guessing this pays off if you have people working at least 2.5-3 years in company on average 🤔

[@sviatoslavnovosiadlyi611]

Having this exact problem with my reports now.. frustrating

[@andriiantoniuk8419]

Dima - it's amazing :) Keep making such educating content!!

[@egorpeleshuk2952]

How do you address a developer who doesn't fit the company culture and consistently puts in minimal effort?

[@so_nerdy]

PIP and "time to say goodbye" if person does not want to put efforts

[@heiets]

Good video, but you've missed one very important thing in why such situations also happen. You describe cases when an engineer is underperforming and you shift all responsibility for such cases to the executor, but this is not always true. Shifts of the engineer between teams inside the single organisation and switching managers are also one of the reasons why that miscommunication happens. New managers can have different views and benchmarks for engineers and this is definitely not an engineer's fault 🙂 Those PIPs and discussions of performance can demotivate engineers by highlighting performance issues that are not always valid. So the main piece of advice for the engineers who face similar situations is not to take it very seriously unless you see proofs of "consistent underperformance", understand why it happens, and see that the manager is ready to help you fix them and not only leaving you with that bad feeling and then checking the status of PIP. Maybe your organisation and manager want to transform your way of working to the manner they like and this is not about performance. Or they just want to find a formal reason to say goodbye to the engineer. I personally saw many examples of such PIP-s, this is not just a single case, that why I found it useful to share

[@ianach]

Діма, ви супер! Keep going! І не звертайте увагу на ці коментарі! Щиро дякую за контент!! 🔥

[@Teddykiss1996]

Чому не державною -_-

[@Dima-dc5mf]

Heloy Dmytro, senk you for this video. It was wery helpfyl for mi as a random dude, nay aй кен bi e successful manageр ін galera!

[@MrThugws]

very Russian accent 😄

[@so_nerdy]

that is a most important part of the video

[@mooromets]

@MrThugws , it's Ukrainian accent 😉

[@СергейОпанащук-з5я]

@@so_nerdy скинь координати того кому акцент виявився найголовіншим висновком, маю пару дальнобійних дронів

[@tonyt4286]

капец у тебя рязанский акцент...

[@so_nerdy]

i am sorry, i don't understand your language

[@tonyt4286]

@so_nerdy yeah, right

[@topcarmusic5156]

українське IT: давайте наймемо менеджера за 3000 $ щоб він робив "Managing Underperformance" джуніорів яким платять 600$ . SUCCESS

[@topcarmusic5156]

люди погано працюють, бо шукають іншу роботу, через низьку зарплату : "Managing Underperformance"

[@Dima-dc5mf]

Так воно працює всюди в ІТ, та там, де можна теоретично скинути роботу на когось дегевшого.