[ewoodh2o]

You absolutely need to consider how the rest of the team will interpret you actions. Most probably know this individual is underperforming already. Teammates usually have a sense before the manager does.

But the way you handle it will also be observed. Others need to know you won’t just fire someone on the spot if performance doesn’t match expectations. Life happens, people have personal life issues that may occasionally require attention, and you don’t want everyone else assuming they are one bad sprint away from unemployment.

In most of the US at least, start with a performance improvement plan. Ideally one crafted with HR’s help. It should lay out specific expectations for a Senior Engineer, and call for immediate and sustained improvement. Use that to initiate a conversation and clearly lay out that they are not meeting expectations for the level at which they were hired. Present meeting those goals as a requirement for continued employment. You may also present a severance option here if you want them to have an out.

This makes it clear to everyone that you treat all employees with respect, offer a clear warning, and then so long as you expectations in the PIP are clear, it’s a lot cleaner if you end up needing to part ways a week or four weeks later.

[czhu12]

As a counter point to this, I’ve witnessed the practice of designing these processes to terminate someone creates a ton of burnout for the manager. Expect to spend at least 20% of your time managing the PIP. Documentation, one on ones, babying tickets being assigned, etc.

On top of that I’ve never seen anyone get through a PIP successfully (n=6).

Furthermore, it can also create a culture of just dismissing any candidates who don’t come from the right pedigree because the risk of a mishire is way too high.

Its worth asking if it’s worth your time to do this for the sake of following process. Larger companies that need to standardize management for hundreds of managers have a greater need than startups do.

[taneq]

> I’ve never seen anyone get through a PIP successfully (n=6).

I don’t think they’re meant to succeed. If you want to keep an employee, you give them feedback and coach them. A PIP is used to document evidence that an employee is incompetent and is incapable of improving despite your best efforts, as a precursor to firing them.

[ewoodh2o]

It’s definitely not zero effort. But every time I’ve seen it draw out the timeline, it’s been because the expectations weren’t clear at hire time, nor in the PIP. You’re looking for a specific number of “significant PRs/week”, or story points, or something with subjectivity where you the manager still get to decide.

It’s a warning shot, and sometimes it only lasts a week.

BigCo HR can definitely make it take months, but the practice in general doesn’t have to be that way. We did this at startup size as small as 20 people, and I never regretted it.

[ethbr1]

Do you have thoughts on offering PIP vs demotion and salary adjustment?

If the individual doesn't have the skills (or seemingly temperament) for a senior role, I'm not sure PIP is setting them up for success.

Versus demotion with possibility of promotion allows them to perform at their level of competence, leaving open the possibility for them to chose (or not) to aim for promotion.

[ewoodh2o]

I haven’t personally seen that work in practice. I’ve been in situations where we considered it, but people usually have picked a role with salary considerations in mind, and often can’t really walk that back, and if they do it’s demotivating. And they may be able to perform elsewhere in a way that meets the need at your senior comp level.

I think it’s easiest to cut the relationship and let them start clean somewhere else.