How aggressively does a manager need to manage an employee if another employee has a problem with them?

(written by lawrence krubner, however indented passages are often quotes). You can contact lawrence at:, or follow me on Twitter.

An interesting conversation on Hacker News:

I don’t think OP is advocating for having no tolerance for low performance. He’s just saying that it’s the manager’s job to do something about it when it occurs and can’t be resolved otherwise, else it negatively impacts the rest of the team. “Do something” could be training, coaching, shifting scope of responsibilities, whatever. Doesn’t necessarily mean firing people. Mentoring and leading by example are great things to do, but they do nothing to solve the actual scenarios that Will gave as examples in the OP. There are some situations that you can’t resolve by being a good colleague, and the manager needs to step in.

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