In the event of a top-performer falling short of expectations, there are two potential avenues for resolution. One possibility is to recruit a new developer as a replacement. On the other hand, if the current team leaves, it may be necessary to restart the dialogue or proceed from where it was last discontinued.
We understand that finding a suitable replacement for a specialist programmer may seem straightforward, but in reality, it can be quite challenging.
An uninterested employee can pose a risk to a company’s success. However, the expenses incurred due to a frequent turnover rate can be significantly greater.
There is no need to avoid having this discussion on our blog. Our preference is to locate the most competent candidate for the position who shares the same commitment to advancing and growing your company, rather than coercing an applicant to join solely for financial gain.
Should you require the assistance of an exceptionally talented programmer, please feel free to reach out to us. In the case of a current team member, it’s crucial to document the circumstances appropriately to guarantee proper management of the situation.
Examining the contrast between hiring a new programmer and re-engaging an dissatisfied employee
We recognize that you may believe recruiting a new developer is a simple and seamless procedure, and that by connecting with Works, the task can be completed with ease and effectiveness. We can confirm that this is accurate.
But…
It’s important to acknowledge the facts regarding the conventional method of recruitment if it’s being taken into consideration (for what reason, precisely).
The average cost for a new programmer is.
Duration: 43 days
Reduction in Productivity: $33,251
A budget of $20,000 was designated for the recruitment of new employees.
The cost of training: $34,000
Office running expenses amounting to $15,000
Total: $102,251
Moreover, there is no guarantee that the new hire will not experience burnout eventually, necessitating a repetition of the recruitment process.
Discover the amount it is costing you to have unengaged employees.
As indicated by a whitepaper published by Achievers, only 21% of employees are completely committed to their work.
A decline in output and income is a straight outcome of a rise in absenteeism caused by uninterested employees.
According to the Gallup State of the American Workplace study, the three factors make up roughly 34% of an employee’s earnings.
If a developer earns $120,000, your yearly loss totals to $40,800.
Despite the difficulties presented by unengaged employees, there is a possibility to encourage their involvement and maximize their abilities and assets. As a leader, you can turn the situation around and make sure that resources are optimally utilized.
Issues that suggest your virtual developer is not meeting your standards
If an employee’s productivity decreases unexpectedly, there is frequently an identifiable reason.
Nevertheless, unengagement is more akin to a slow drizzle. It’s a gradual shift that grows significant over time.
There might be cues that can help you detect such subtleties sooner in a virtual team:
- Shift in attitude; no longer interested in participating or leading a team effort
- Decreases involvement in team tasks or doesn’t offer any input unless asked
- Decreased activity on Slack and other communication channels
- Does not regularly or willingly aid other team members
- Experiencing difficulty completing assignments on schedule or procrastinating until the deadline
- Increase in the frequency of workplace mistakes
- Avoids colleagues and social situations.
Determining the causes of inadequate performance of a remote worker.
It’s pointless to attempt to pinpoint the cause, but taking the wrong steps can exacerbate the situation.
Therefore, you may have to employ some detective abilities to uncover the root cause of the problem:
Conducting a one-on-one interview with the worker:
Using a straightforward approach seems to be the most effective approach; by outlining the changes in their job and questioning them to clarify the causes for those changes, we can ensure that our conversation is constructive. However, it is vital not to appear excessively aggressive. Additionally, it is crucial to reiterate the importance of their contribution to the team.Monitoring decentralized work systems:
In the normal course of operations, a dissatisfied employee may convey their emotions or provide clues.Discuss it with Your Colleagues:
If you are having difficulty confiding in your manager, perhaps you can have a conversation with a colleague instead.Listen to your customers:
Clients who directly interact with the employee may offer insights into any decline in their performance.Work audits:
If you notice that the employee is struggling with a particular type of task, you may get a clearer picture of where the problem lies.
Possible causes of employee dissatisfaction and recommendations for addressing them
There is no guaranteed way to identify what is impeding your remote developer‘s effectiveness, but here are several possible problems.
Inconsistencies between listed job requirements and the actual duties performed:
Employees are likely to become dissatisfied if their responsibilities differ significantly from those outlined in their job description. Therefore, it is critical to either provide a valid explanation for the shift in duties or assign them more suitable tasks that align with their skills.Lack of opportunities for growth or advancement:
Research by HackerRank indicates that career development is one of the primary objectives for software developers. Therefore, it may be useful to assign your remote developer more demanding tasks to foster their growth.Due to the heightened stress, tension, and fatigue resulting from the recent rise in working hours:
When developers assume too much responsibility for an extended period, the pressure becomes evident. Hence, it is vital to assist them in achieving a work-life balance.Inadequate involvement:
In the case of teams that operate in various geographical locations, it is critical to keep remote developers engaged and motivated. One approach to achieving this is to include them in decision-making processes and assign meaningful tasks. This will help keep remote developers productive and motivated, while also fostering a sense of belonging and teamwork.Feeling excluded from the team:
As mentioned earlier, this is a frequent problem among distributed teams. Building a strong remote work culture is the solution.Individual-specific factors:
While employees are generally expected to maintain a clear separation between their personal and professional life, there may be circumstances where it is not feasible. Hence, kindly consider whether it is feasible for the employee to take a break from work while receiving the assistance you are providing.Because of resource scarcity,
When an employee encounters an obstacle that inhibits their ability to complete their tasks, frustration may arise. Although it is slightly formal, the most effective approach is to communicate with the employee and provide them with the necessary resources.Team member disagreements:
Negative emotions like jealousy, harassment, excessive workload, or taking undue credit for colleagues’ achievements can significantly undermine team effectiveness in a distributed setting. To address this issue, it is critical to promote a sense of teamwork among team members, where each person encourages and motivates the rest.
Employees seek to be actively involved and to feel a sense of ownership in the organisation’s future. To maintain high levels of employee motivation and productivity, it is crucial to maintain open communication between management and employees, as well as provide personalised guidance and access to the required resources.
It is not always advantageous to rehire a dissatisfied employee. If an employee has requested something that the company cannot provide, like a pay rise or a promotion, other hiring possibilities should be considered.
In such scenarios, it is comforting to know that Works is always available to offer assistance.
