Presumably you are a manager, managing individual contributors. Your focus should be on making these 4 things as high quality and impactful as possible: one o

Presumably you are a manager, managing individual contributors. Your focus should be on making these 4 things as high quality and impactful as possible: one on ones, ideally once a week with scheduled time for you and for them. feedback - giving candid feedback to adjust behaviour and to motivate, coaching - can you pair program, be available to walk through new processes together, review work product together and discuss how it could be better? and delegation - can you identify tasks that your direct report can do, that will push them to be slightly beyond their current competence? Honestly, most managers are bad at managing and didn't get promoted because they were good managers. If you are doing the above 4 regularly then you will be easily a top 10% manager. For more see https://www.manager-tools.com/ https://www.manager-tools.com/ not afilliated in anyway, but when I managed multiple teams those 4 actions we complete force multipliers. Understand as a manager your job is not to provide the tactics or the 'how' of your direct reports work. You should provide the strategy, lay out the expected results and then judge based on the results. There's a difference in 'Dave is a slow worker I don't like him' vs 'Dave is consistently not delivering the results we expect.' You should also frame requests as 'this is what the business expects you to do', rather than asking for what you personally want.' You should continuously talk about the how the culture within the business/department/team should be, and lead by example. By reinforcing verbally to your colleagues 'this is what our culture should be' you can influence how the culture will be. Don't naturally let it manifest based on the combined personalities of team individuals. If after all that your direct reports are still not performing then your job is to coach more closely, and understand the reasons behind poor performance. Then if after all that, if they are demonstrably a poor fit or not producing the required results, then you get rid of them, but not before.