Great post! I think managers disregard the importance of culture and the way it affects how people work and perform. Also, if expectation are not clear, it is hard for someone to understand what they should stop doing and what they should do more
Great post, Luca. I think in that scenario understanding if the relationship with the team member is salvageable is a thing. If underperformance is something that doesn't even seem like the team member would want to address, then investing in helping them level up might not make sense. Looking at the other alternatives like you mention (eg moving to a new team) might be better for everyone.
That's true, but I would also argue that before getting to the point where the relationship is not salvageable anymore, you should have had plenty of chances to intervene. Degradation usually happens slowly
Great post! I think managers disregard the importance of culture and the way it affects how people work and perform. Also, if expectation are not clear, it is hard for someone to understand what they should stop doing and what they should do more
Absolutely! Most performance is really systemic
Great post, Luca. I think in that scenario understanding if the relationship with the team member is salvageable is a thing. If underperformance is something that doesn't even seem like the team member would want to address, then investing in helping them level up might not make sense. Looking at the other alternatives like you mention (eg moving to a new team) might be better for everyone.
That's true, but I would also argue that before getting to the point where the relationship is not salvageable anymore, you should have had plenty of chances to intervene. Degradation usually happens slowly