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Yep, and it’s frustrating. I set super clear expectations and tied follow-ups to outcomes. If they want to be treated like a high performer, they have to show up like one as well.
Pro
absolutely
I look at whether it is routinely inconsistent or random. Had an employee who always had poor performance with a certain task, turns out they were rushed for time while doing that, and not with the other things they excelled in. The point is, ask questions and do your research before making assumptions.
Pro
great point
Honestly this sounds like so many of us who have invisible disabilities. I obviously am not saying that's the case for this person because I don't know them or anything about them outside of this comment, but for me, personally, I have a treatment-resistant disability and several other co-related disabilities that I've had even longer than I've been working (more than 25 years). Some times are worse than others and I definitely do worse at work because I'm not doing well as a human being. Most jobs don't offer the luxury of LOAs or even regular leave to accommodate how often we struggle. Heck most people don't even have jobs with insurance in this country. So if there's a chance that's the case for this person, I hope they ask for an accommodation and have the trust with you to let you know if/when they may be struggling so they can be shown some grace. Because on the flip side I also fully empathize with the fact that it's also not fair to others when they have to pick up someone else's slack (because I've been the manager who had people who were similarly struggling and thankfully they turned it around before they got rolled off the project and would have been let go).
Pro
thank you for sharing