Comments on: Do You Suspect You Have a Less than Productive Person on Your Team? http://agilepainrelief.com/notesfromatooluser/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team.html Best practices for your goals Sat, 13 Mar 2010 23:35:46 +0000 http://wordpress.org/?v=2.9.1 hourly 1 By: Anna Forss http://agilepainrelief.com/notesfromatooluser/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team.html/comment-page-1#comment-99 Anna Forss Tue, 30 Nov 1999 00:00:00 +0000 http://agilepainrelief.com/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team/#comment-99 First; I love your post. It summarize so much that is almost taboo to talk about. What I lacked was that agile development does not work for all types of developers. One guy I've had the privilege to work with did not come to his right in an agile environment. My just building a solution around his strengths he grew and became a better developer than ever. But had he hanged on an agile team, he would have lost confidence in himself, become worse or quit. The problem I've had is when you've come to the point that the problem has been identified but management does not handle it. The situations I have in mind is when a poor performer has been recruited and management does not want to handle this. In many of these cases, this was identified by one or two team members before recruiting, but this was not taken seriously. In other cases, the recruitment was made in haste and it wasn't really thought through. Well thought through recruitment processes, early feed back, not hiring people when a team member opposes the person should be considered. Work tests and collaboration tests are good. One should never take for granted that a developer who says he has ten years experience is a senior developer. And just because he know the buzz words in agile software development does not make him an agile developer. And if the wrong person has been hired, take it seriously and have a plan for it. It does not get better by just hiding the fact. Like always, I write too long comments. But great thanks for this post, which I'm forwarding to all my friends in a management position on agile software projects. First; I love your post. It summarize so much that is almost taboo to talk about. What I lacked was that agile development does not work for all types of developers. One guy I’ve had the privilege to work with did not come to his right in an agile environment. My just building a solution around his strengths he grew and became a better developer than ever. But had he hanged on an agile team, he would have lost confidence in himself, become worse or quit.

The problem I’ve had is when you’ve come to the point that the problem has been identified but management does not handle it.

The situations I have in mind is when a poor performer has been recruited and management does not want to handle this. In many of these cases, this was identified by one or two team members before recruiting, but this was not taken seriously. In other cases, the recruitment was made in haste and it wasn’t really thought through. Well thought through recruitment processes, early feed back, not hiring people when a team member opposes the person should be considered. Work tests and collaboration tests are good. One should never take for granted that a developer who says he has ten years experience is a senior developer. And just because he know the buzz words in agile software development does not make him an agile developer. And if the wrong person has been hired, take it seriously and have a plan for it. It does not get better by just hiding the fact.

Like always, I write too long comments. But great thanks for this post, which I’m forwarding to all my friends in a management position on agile software projects.

]]> By: Mark Levison http://agilepainrelief.com/notesfromatooluser/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team.html/comment-page-1#comment-100 Mark Levison Tue, 30 Nov 1999 00:00:00 +0000 http://agilepainrelief.com/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team/#comment-100 Anna - your comment is hardly too long. You bring up a number of interesting points. I didn't go into anymore detail in the post because it was already way too long. Companies need to focus on hiring the right people and involving the right people in the hiring process. On the other side when all else fails HR departments need to act quickly once its been demonstrated that a person can't be helped to work in a given role. Anna – your comment is hardly too long.

You bring up a number of interesting points. I didn’t go into anymore detail in the post because it was already way too long.

Companies need to focus on hiring the right people and involving the right people in the hiring process.

On the other side when all else fails HR departments need to act quickly once its been demonstrated that a person can’t be helped to work in a given role.

]]> By: Anna Forss http://agilepainrelief.com/notesfromatooluser/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team.html/comment-page-1#comment-101 Anna Forss Tue, 30 Nov 1999 00:00:00 +0000 http://agilepainrelief.com/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team/#comment-101 Thanks, Mark. I just blogged on your post. I guess your prediction has come through and the blaming game has already started http://painistemporaryfailurelastsforever.blogspot.com/2009/01/bright-lights-in-sea-of-darkness.html Thanks, Mark. I just blogged on your post. I guess your prediction has come through and the blaming game has already started

http://painistemporaryfailurelastsforever.blogspot.com/2009/01/bright-lights-in-sea-of-darkness.html

]]> By: Jason http://agilepainrelief.com/notesfromatooluser/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team.html/comment-page-1#comment-102 Jason Tue, 30 Nov 1999 00:00:00 +0000 http://agilepainrelief.com/2009/01/do-you-suspect-you-have-a-less-than-productive-person-on-your-team/#comment-102 What I would be more interested in is how to correct poor performing behavior. Rather than just identifying poor performance (that's easy) how does a team help the poor performer become a productive team member? It's easy to identify a problem but if you don't have any suggestions on how to fix the problem, the identification is useless. What I would be more interested in is how to correct poor performing behavior. Rather than just identifying poor performance (that’s easy) how does a team help the poor performer become a productive team member?
It’s easy to identify a problem but if you don’t have any suggestions on how to fix the problem, the identification is useless.

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