3 ms·
Why not just have a configurable threshold (say, 2 years) where if the promoted person is determined incompetent in their new role, they are bumped back down to
by ythn 8y ago
Why not just have a configurable threshold (say, 2 years) where if the promoted person is determined incompetent in their new role, they are bumped back down to their previous role (keeping their same pay) where they are more efficient/competent.
- regularfry 8y agoIf I think that's likely to happen to me, why would I stay around to find out? In that situation I'm far more likely to apply for other jobs with my nice shiny job title while I've got it. Plus, with a mechanism like that, you'll see anyone with impostor syndrome (which would be... lots and lots of otherwise competent folk) making evacuation plans that really aren't needed.
- gowld 8y agoThere's a cult myth among even the "enlightened" rockstar companies that it's better to fire a person than demote them. Not sure why this holds root. Something to do with the idea of "trajectory" and that employees are paid and retained for their future potential performance, not their current performance.
- ythn 8y agoIf I were running the company, I'd just masquerade the demotion as a promotion: 1. Promote from principal engineer to technical manager 2. 2 years later -> this person sucks at management but they were a great engineer 3. "Promote" from technical manager -> principal engineer level 2
- s2g 8y agomoving backt o high level IC isn't usually considered the same way. You just move the person to work on something else as IC, and they say it was their choice because they like being a Principal engineer better.