That sounds like a really challenging situation, and I can see how it would be disheartening to work in an environment like that. It makes me wonder if part of the problem lies in how companies approach technical growth and team dynamics. For example, instead of just identifying unproductive team members, do you think those people could have benefitted from structured mentorship or training programs? Or maybe clearer performance metrics that highlight where they’re struggling?

It’s also interesting to think about how managers could be supported better. If your old boss had been more engaged, perhaps they could’ve restructured the team or helped those who were falling behind find roles that suited their strengths better. Have you ever seen a company handle this type of situation well, or is this kind of dysfunction just too common?