> Specifically one use case always bothers me. I don’t understand why someone who seems like a low performer who is clearly doing his best is a big deal. If th

> Specifically one use case always bothers me. I don’t understand why someone who seems like a low performer who is clearly doing his best is a big deal. If the rest of the team constantly has to clean-up after the person or handhold, then the team becomes less effective. A smart company will try to manage the person into the right role or demote someone, as long as they would be effective. > Loyalty and many other factors are far more important to maintain than simply a performance metric. Maybe in politics or if you’re in a politically charged environment. Performance metrics are flawed, but poor engineering and lack of foresight has consequences that no amount of loyalty can make up for (see Boeing). There’s a set of competence required and if the person can’t grow into that set then it’s a manager’s job to get them out.