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> You can improve "checked-out" engineers feelings by creating a way for them to express their concerns without worry that they'll be punished for it. This is
by fooey999 6y ago
> You can improve "checked-out" engineers feelings by creating a way for them to express their concerns without worry that they'll be punished for it.
This is a utopia though. Every manager has their own manager right up to the company board. If you have to let people go, then how can you say you are not going to fire the guy who is the most checked out? If the person cannot deliver you cannot guarantee they won't lose their job.
It boils down to you really can't trust yourself to not be biased to those who are more open but more negative.
Simple, you cannot guarantee "they won't be punished".
- lmm 6y ago> Every manager has their own manager right up to the company board. If you have to let people go, then how can you say you are not going to fire the guy who is the most checked out? If the person cannot deliver you cannot guarantee they won't lose their job. Most checked out is not the same thing as can't deliver. In a well-functioning organisation one would hope that managers would assess people on how much they were actually delivering rather than how involved they sounded, and would have support from the structure above them in that.