Here are some additional non-monetary costs I see in addition to those that are called out: - Effect on good performers. If one person is not pulling enough we

Here are some additional non-monetary costs I see in addition to those that are called out: - Effect on good performers. If one person is not pulling enough weight, it's generally pretty evident to others and feels demotivating to do good work. - Bad code and long term effects of maintaining it. In the short term, it will create a lot of code review burden. As much as we desire to be thorough in code reviews, bad code will slip through cracks and owning it long term is pain - Attrition on the team - Based on anecdotal evidence, low performers point fingers at other not so perfect things like peers not helping, things are complex etc. It raises the base level of negativity on the team. It spreads through 1:1s - As a manager, you should covering their back and because of that, you won't scale as a manager - Bad outlook for the team when they work on cross team / cross functional projects. It takes disproportionately more time to change that bad outlook perception. It comes into play during things like calibration, promo etc. Though you can trust that right decisions will be made based on each individual's impact, there is a burden on the manager to discuss at length. (edit: formatting)