Comment by mulmen | Hacker News Reader

Comment by mulmen | Hacker News Reader

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In my experience “performance” is code for “I don’t like you”. I have never seen a performance metric that isn’t arbitrary and inconsistent. Not just between peers but day to day for an individual.

PIPs are just CYA for HR.

I can’t speak to these specific situations because I wasn’t there but when managers speak about “performance” they’re using a euphemism for their perception. This can easily feel like racism because it comes from a place of discrimination.

“I have friends who are x” is a common refrain of racists so isn’t a defense, especially in an asymmetric power structure. Maybe you aren’t, or maybe your employees feel you are but they tolerate it to keep their jobs.

In your experience what are legitimate grounds to fire someone?

Theft and fraud.

If you’re bad enough at your job to get fired you basically are a fraud.

Is it your assertion that power asymmetry, discrimination, and retaliation do not exist?

> If you’re bad enough at your job to get fired you basically are a fraud.

Depends on who thinks you are bad enough and how they came to the conclusion.

If your boss thinks you are bad enough - the question is why do they think so? Is it laziness, incompetence, or merely small nonsense that the boss couldn't accept retroactively? Is this all via stack rank or fake BS quotas? What is it?

Even without stack ranking, if you lead a team large enough, you get people who are struggling more than others. Sometimes it’s clearly situational: they are more junior and are still learning the ropes, the project is going through a rough patch and it’s hard to deliver, they are going through a rough patch and it’s hard to deliver and sometimes it’s just that their skillset is mismatched with what they have to do. In this case, you have to decide if it’s a case where training will solve the issue or if having someone else there would be better for everyone. And yes, not constantly being in conflict with everyone is also a professional skill.

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