How to earn the trust of a low performance engineer?

Summary

In this video, Frederick discusses how to build trust with an engineer who's not meeting expectations, offering advice on supporting newer employees. He emphasizes the importance of showing genuine support and guiding them through their learning process, especially in the early stages. He also highlights the challenge of helping employees who have been around for a while but are still underperforming, suggesting that in some cases, it may simply be a matter of talent. Ultimately, building trust requires patience, good communication, and a clear understanding of whether the individual is the right fit for the role.

Takeaways

• 😀 Build trust by being supportive: When working with engineers who aren't meeting expectations, showing support and making yourself available for questions is crucial to building trust.
• 😀 Establish open communication: Make sure the engineer feels they can ask for help, fostering a relationship where they can trust your guidance.
• 😀 Onboarding is key: Engineers, especially new ones, may struggle in the beginning. Helping them understand the environment and connecting them to the right people builds trust and aids their development.
• 😀 It's about action, not just words: To earn trust, demonstrate it through helpful actions rather than just telling the engineer you're on their side.
• 😀 Identify if the issue is systemic or individual: Evaluate whether underperformance is due to the company's internal processes or a mismatch between the engineer's skills and the job requirements.
• 😀 Early support can improve performance: Giving engineers ample support in their first few weeks helps ensure they have the right tools and guidance to improve.
• 😀 Not everyone can improve equally: If an engineer is underperforming after an extended period, they may have reached the limits of their abilities, making it important to assess their future potential with the company.
• 😀 Know when to let go: If after significant support an engineer still doesn’t meet expectations, consider whether they’re the right fit for the team in the long run.
• 😀 Understand individual potential: Some engineers may improve over time with the right support, while others might plateau, so recognizing their capacity for growth is key.
• 😀 Evaluate your company's processes: If new hires are consistently underperforming, it may indicate problems in your onboarding or workflow processes that need to be addressed.

Q & A

How can you earn the trust of an engineer who isn't meeting expectations?

To earn their trust, you need to demonstrate consistent support. This includes being available to answer their questions, offering help when needed, and connecting them with the right resources. Showing that you're invested in their success helps establish trust.

What is the importance of the onboarding process in building trust?

A strong onboarding process is essential for helping new employees feel welcomed and supported. By providing clear instructions, resources, and introducing them to the right people, you create an environment where they can thrive and feel confident in asking for help.

How should you approach a new engineer who is struggling to meet expectations?

Initially, you should focus on being supportive by answering questions and guiding them through their challenges. Understanding their struggles is key, as they might just need more time to adjust to the new environment, rather than lacking the ability to succeed.

What role does patience play in helping an engineer improve?

Patience is crucial because improvement may take time, especially in a new environment. Providing consistent feedback, support, and understanding that some people need more time to adjust will show the engineer you're committed to helping them grow.

When should you reassess whether an engineer is the right fit for the role?

You should reassess if the engineer continues to underperform after a reasonable amount of time and support. If their skills or progress don't meet the role's expectations, it may be a sign they are not the right fit for the job.

What should you do if you determine that an engineer cannot meet expectations after sufficient time?

If after sufficient time, the engineer still cannot meet expectations, you should consider whether they are the right fit for the role. This could involve reevaluating their position, or potentially moving them to a different role or making the decision to part ways if needed.

Why is it important to establish a dialogue with the engineer?

Establishing a dialogue is important because it opens the line of communication, allowing the engineer to feel comfortable asking for help and receiving guidance. It builds trust and ensures they know they can rely on you to answer questions or find someone who can.

How can you balance being supportive and addressing performance issues?

Balancing support with addressing performance issues means providing the engineer with the resources and help they need, while also being honest about expectations. If an engineer is new, focusing on support and improvement first, then reassessing their fit after some time, is key.

What is the importance of knowing when an engineer has reached their potential?

Knowing when an engineer has reached their potential helps you avoid wasting time and resources on someone who isn't going to meet expectations. If their performance has plateaued after a reasonable amount of support, it’s important to reassess their role or the future of their position.

How does being a 'social lubricant' benefit an engineer's growth?

Being a 'social lubricant' means helping the engineer navigate the workplace by connecting them with the right people and resources. This makes them feel more comfortable and supported, accelerating their ability to integrate into the team and perform better.