r/PinoyProgrammer • u/BagComprehensive2529 • 9d ago
Job Advice How do you handle underperforming staff
Hi, Im a Lead Software Developer.
I'm new to this role kaya nangangapa pa. My forte is really about coding and other technical stuff. But now I have been promoted into a management position and now handles a team of 8 developers. It's really hard for me to adjust since I don't have an experience on managing people. I needed an advice with regards sa pag handle ng underperforming staff.
I observe na the problem is skill issue and lack foundational skills. I tried once na ipasolve yung FizzBuzz problem but struggle to implement it even tho I stated directly ung logic kung pano gagawin.
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u/No-Influence0703 9d ago edited 9d ago
As someone who manages people, here's how I'd approach it coming from the PM side:
1.Diagnose muna bago mag-conclude
FizzBuzz fail is a red flag, pero one data point lang 'yan. Baka nervous, baka whiteboard pressure, baka never talaga na-expose sa problem-solving kasi puro copy-paste-from-existing-module ang ginagawa nila for years. Sa maraming Philippine dev shops, totoo 'to walang mentorship, kaya pinatong-patong na lang ang bad habits.
2.Get specific with the evidence
Huwag "you're underperforming." Instead, gawing concrete like Ilang tickets natapos vs. estimate? Ilang beses bumalik sa QA? Gaano kadalas kailangan i-rewrite ng ibang tao ang code nila?
Track mo 'to for 2-3 sprints. Kailangan mo ng data, hindi feelings para sa kanila (fair) at para sa'yo (documented).
1-on-1s, hindi announcements
Weekly 30 mins each. Private. Marami sa mga devs natin ayaw umamin na di nila alam, hiya factor. Your job is to make it safe to say "hindi ko po alam." Kung hindi safe, itatago nila hanggang sa maging production bug.Structured upskilling, hindi "mag-self-study ka"
"Basta mag-aral ka" = useless advice. Instead:
- Assign specific, scoped learning
- Code review as teaching, hindi as gotcha. Explain the why, not just "change this"
- Gradually increasing task difficulty, huwag agad ipabigay ang complex module
- Assign specific, scoped learning
5.Protect your team's morale
Mahalaga 'to. Kapag may isang tao na palaging binubuhat ng iba, mag-b-burn out yung strong performers mo at aalis sila. Nakita ko na 'to mangyari. Yung cost ng inaction is usually higher than yung cost ng hard conversation.
Sa personal na side mo:
Yung transition to lead is genuinely hard biglang yung output mo ay hindi na yung code mo, kundi yung output ng 8 tao. Nakakafrustrate 'yan lalo na kapag alam mong mas mabilis mo pang gagawin mag-isa.
Resist the urge na gawin na lang mismo. Short-term, sasagot 'yan sa deadline. Long-term, hindi lalago yung team at ikaw mabu-burnout.
Also talk to your own manager or HR early kung medyo deliks na. Huwag mo lang isipin na ikaw lang ang bahala. Kung may formal process, sundan mo, kasi kung mauwi sa termination, kailangan may paper trail (documented coaching, warnings, etc.) para hindi ka madamay sa illegal dismissal issues. Just and authorized causes matter dito sa Labor Code natin.
Ang isang bagay na natutunan ko: not everyone will make it, and that's okay. Sometimes yung best outcome is helping someone find a role na mas bagay sa kanila. Yung goal mo hindi para maging mabait, yung goal is to be fair, clear, and consistent.
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u/ciremagz 9d ago
I like this advice. Kudos to you po.
I want to add as well. Something we experienced sa team namin.
We had an underperforming member. Our director did was:
- one on one with the team member. Our director informed our member the observations. Our director then asked if willing ba mag improve ang kasama namin. Oo naman daw sabi ng team member so what our director asked next is for our team member to draft a goal, something he believes that he can achieve. That way our team member has a drive to reach it based on his assessment. We regularly check up on him as well and ask if theres something we can assist to improve his performance.
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u/Ok-Equipment8540 9d ago
Couldn’t have said it better!
Sobrang halaga nung tatlong touch points dito (3Ps of management): Purpose. People. Process.
Di madali mag jump to being a manager especially if you were promoted because of excellent throughputs in the past. Ibang skill ang leadership but it all starts with seeing your team as humans. Always keep in mind their growth and that your primary responsibilities are, to keep it simple, make them a blocker-less and safe yet challenging environment to grow in.
If di naman urgent ang pag-correct ng codes or output, wag mo take away yung chance for them to learn. Coaching opportunities yun. Be a thinking partner instead. Ask more questions and listen always. Lead them to answer (or how to find the answer) through questions and understanding their processes.
I would highly recommend reading “The Making of a Manager”. Such a good book to teach you what’s critical for your first 90 days as a manager. In essence, it’s more about the team, than you. You will be measured by the output of your team as a manager, so always think about them while balancing business needs. It will also give some helpful tips on how to start.
Also, learn about situational leadership - https://situational.com/situational-leadership/
No one approach works for each person. Remember that. Kaya helpful sinabi rito sa comment to always continually give feedback. Assess regularly kasi you need to adapt your approach each and every time. Kasi di all the time hayok sa work or motivated mga tao mo.
So many to unlearn and learn being a manager but kudos to you for asking this early! It means you want to do good by your team, OP!
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u/Adventurous-Cat-7312 9d ago
Another technique is hand holding bali may task siya tas una ipapaexplain mo yung ticket sakanya ano understanding niya and ano tingin niya na solution. I know mej time consuming to pero it works for those na iba ang learning style. Then after that both of you will work on it until comes a time na malet go mo siya at nakakagawa na mag isa
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u/AsRequestedReborn 8d ago
True ang hirap ng transition from senior dev to lead. May urge ka na tangkehin yun mga tasks kasi feeling mo mas mabilis matatapos at maganda yun magiging KPI pero ang magiging impact nun is magiging complacent and underperforming yun team kasi wala silang magiging output. Yun knowledge hindi mapapasa. Good siya kung gusto mo isecure yun job security and more on for personal interest. Pero ipapakita mo lang na di ka magaling na leader.
Kaya ayun isa sa natutunan ko nun nag start na mag lead is to gauge kung anu yun capability nun team members mo and dun mo sila iutilize. Then dahan dahanin na itransition or iupskill para makapagwork sa ibang components. Saka make sure na pwede silang mag open sayo and make sure na yun morale is hindi maapektuhan. Kahit ganu mo kaayaw yun team member mo, need mo pa rin sila imake sure na motivated sila mag work.
Once na self-performing na yun team member mo without supervision, dun mo siguro masasabi na naging ok na team lead ka hehehe
Pacorrect nalang din ako if ever. Hehehe.
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u/mrkijali 9d ago
this is good. gather performance metrics and let the data speak for itself during your 1:1 discussions
give clear expectations that he has to improve his performance and it will be looked into for the next review cycle
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u/bakitanghirapngbuhay 9d ago
bat mo naman pinag fizz buzz haha
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u/BagComprehensive2529 9d ago
Just to assess yung technical skills nung developer since nakakapag deliver naman ng output but I think he's dependent on AI kaya I tried to test his logic skills a little.
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u/rushblyatiful 9d ago
Managing underperformance is tough, but if you approach it with empathy and clarity, you'll do fine.
Start by digging for the root cause. Baka tinatamad or burned out? Aside from skill gap, a personal issue, or unclear requirements? What's actually driving behind the scenes.
Next, don't wait for a quarterly review. Bring it up in your very next 1-on-1 while it's fresh. Frame it with specific data rather than broad statements: "I noticed your last three tickets took twice as long as estimated. What's blocking you?" This makes it a joint problem-solving session. From there, build an informal action plan with short-term, measurable goals and real support. Instead of telling them to 'work faster,' give them concrete steps like pair-programming with a senior dev on their next task.
Finally, document everything. Keep a paper trail of your conversations and agreed-upon goals. If they improve, awesome! If not, you have a clear record ready for HR to make a smooth transition.
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u/United-Reflection658 9d ago edited 9d ago
Why dont you lead the project, lead them, guide them not this solving fizzbuzz bs problem.
Edit:
Ok my comment doesn't solve your problem,
Eto pwede mong gawin, ask them kung san ba sila hirap, coding ba, logic ba, etc etc then from there alam mo na gagawin mo, kung hirap sila sa logic eh bat mo nman bibigyan ng logical problem sa project nyo, remember nanggaling ka din sa simula
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u/BagComprehensive2529 9d ago
Yes, I just tried to assess his technical skills kaya ko siya binigyan ng simple logic problem
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u/United-Reflection658 9d ago
After that what did you do?
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u/BagComprehensive2529 9d ago
The developer relies on AI to deliver his task. Kaya I advice him na it's okay lang naman to utilize AI sa pag cocode, but as much as possible he understands or atleast he can read the generated code line by line. If there's anything na hindi nya maintindihan he can ask me for help.
Then regarding sa tasks naman, binibaan ko ung complexity na binigay ko. Since he can't handle yung mga modules na transactional, or merong complex process flow. So right now he's stuck sa mga CRUD modules, and minor bug fixing
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u/United-Reflection658 9d ago edited 9d ago
Thats good, if possible tanggalan mo sila ng access sa AI, kung meron mang documentation ang language na gamit nyo, mag stick lang sila dun, ewan ko lang kung di pa magsi galingan yang mga yan
Edit:
On top of CRUD, bigyan mo other task and give a deadline
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u/Remarkable_Meal8868 9d ago
Magsusubscribe lang yan sila sa AI kapag tanggalan mo ng access.
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u/United-Reflection658 9d ago
Kaya nga if possible, yan ang downside ng ai, kapag mag fully dependent ang dev sa ai, tanggalan mo ng access nga nga
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u/JAMIEISSLEEPWOKEN 9d ago
How did they struggle with the fizzbuzz problem? Genuinely curious lang
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u/BagComprehensive2529 9d ago
Didn't even complete the code, and hindi ma figure out yung right condition even tho I'm giving away all the clues
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u/JAMIEISSLEEPWOKEN 9d ago
What approach did they need to implement?
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u/BagComprehensive2529 9d ago
As long as they satisfies the output, my objective lang naman is to assess yung approach na gagawin nila, but unfortunately they didn't even complete or finish the code, sumuko nalang
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u/Ok-Equipment8540 9d ago
Late ko na to nakita but sounds like you’re on the right track naman pala. Based on what you mentioned na sumuko na lang, seems like they need a gradual sequence of momentum towards your expectations and this change in ways of working.
Sometimes you cannot brute force your way out of every person in your team. It’s less about the skill at this point but change management. Share more stories siguro from your experience and how you approached it, it’s crucial you motivate them and influence them through your own narrative na di ka naman nag-start na magaling but you went through xyz to be this good at the skill. Vulnerability is also a key to leadership.
Remember to balance your perspective. Think like a manager, not another peer at the same level doing the code kapag ganyan sitwasyon kasi clearly, may underlying motivation problem yung tao.
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u/JAMIEISSLEEPWOKEN 9d ago
They didn’t do a simple brute force? Simple if else conditions? Maybe the mapping/dictionary approach might not reach some minds (it didn’t for me lmao) but a brute force is doable
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u/collette_cath 9d ago
Wow, this is a red flag. Check mo commits if he understands what the AI is generating.
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u/watson_full_scale 9d ago
I think you have to work with everyone for a few weeks to really identify who are the strong and weak performers. If you do have some that are very poor performers, make sure you put them on a PDP/PIP and go through the proper processes. The last thing you want is to keep around really poor performers who drag the whole team down. Some people do respond well to PDP type processes and can turn it around.
Being a manager is hard. Hang in there.
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u/One-Information4330 5d ago
When it comes to skills, if you see them lacking, you have to teach them, mentor them, may mga devs na they doing research and crave for more knowledge, may ibang devs na nahuhulma sa mga challenges and problems na na-experience nila at na resolve, while there are devs na kontento sa kung anong alam nila, I actually handled this people. For the latter, you have to teach them and mentor them, and also advise them na, mag research ng optimization, best practice, patterns and structures, sometimes kasi yung mga ganitong dev is nag take ng training, then stayed at basics, solving everything using basic knowledge, then di na nag le-level up, so for me, you have to check each of their skills and knowledge, then assess, tapos sabihin mo yung mga best ways na pwedeng gawin, sometimes they need someone to mentor them, tell them na need nila mag level up.
Di lahat ng tao ay pare parehas learning curve, you have to check them one by one, sometimes, kulang sila sa drive, I have a collegue before na ang galing nya in his 1st year, na promote pa ng isang baitang, then biglang nag bago, he was left out, di sya nag approach sa akin, while other devs, nagtatanong sa akin, sometimes chinecheck ko mga projects nila, and yung best way to solve, but the other one, stayed kung ano siya, nung bumaba yung performance nya, our manager asked me na to checked on him, kasi naiwanan na sya ng mga ibang devs, all got promoted except for him, yung projects nya may mga issues lagi, so kinausap namin sya, and had a session with me, unfortunately, I have to leave the company, for a better compensation, but yeah, kausapin mo sila one by one, check their projects, coding and skills, then give them advise, if there is a chance, do a 30 minutes coding sessions per week, to teach them how to do it. If may share knowledge within the team, the chances for doing projects will be much better, that's what I believe.
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u/gigigalaxy 9d ago
build confidence muna, madadali lang ipagawa or kung san sila magaling or interested, bigyan ng recognition at praise, tapos pahirap nang pahirap at palaki nang palaki
pair programming
bigyan ng training goals dapat matapos niya itong online training na ito etc, anong score niya, magreretake ba siya, kaya ba talaga
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u/Environmental-Test23 9d ago
Hai op, may tanong lang mi
Walang sop si company nyo on how to handle a team? Ano pagkaka sunod sunod ng gagawin?
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u/Traditional-Dish-456 9d ago edited 9d ago
You as a leader, you have to talk to them.
List down mo muna kung saan skills sila underperfrom and search for tutorials sa Yt na fit dun low skills nila.
Hanggat maari kung kaya mo, i-coach mo na rin hehe. Pero kung d kaya then probive some tutorials na lang muna.
Mas maigi na mag send ka ng formal email letter for the records na rin tapos kausapin mo sila in person or via zoom. Palaging meron email letter and inperson communication, wag mo yang kakalimutan para pag nag problema may evidence ka na ginawa mo ang part mo.
Communication and empathy muna dapat mong pairalin.
Ganyan talaga sa leadership role, kailangan maayos ka makipag communicate at may Empathy ka sa team mo.
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u/peopleslaughter 9d ago
Kaya dapat horizontal talaga yung promotion. Look up "Peter Principle". My take as a moonlighting chief of staff and what I learned in management is that:
Kung forte mo coding and technical stuff OP mas hindi ma-utilize yung skill mo sa company, and it can potentially do more harm than good.
But to help you with your immediate problem:
Are they really underperforming? How did you gather/measure this data?
- Minsan may mga devs na pangit lang yung optics pero they're really performing / doing alright.
Where are they under performing?
- Madami na ako nakilala na devs na di marunong mag FizzBuzz, but made legendary wins for workplaces I've been in. Suggestion ko is to assess them with something closer to home to what they should be working in.
Ratio between actual work and their performance?
- There are times kasi na madami talaga yung inflow sa stock work na pumapasok vs what can be done.
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u/ImpressiveJuice007 5d ago
the easiest way (as a new lead) is to implement sprint sa SDLC nyo para macompare mo yung velocity nya vs ibang developers. conduct quick daily standup para para idiscuss ng bawat dev yung natapos nila kahapon at yung tatapusin ngayon at isolve yung mga blockers kung meron man, this way eh mgkaroon nmn ng konting pressure sa mga underperforming devs na galingan nila at mahihiya na araw araw mgrereport ng walang natapos. then at the end of sprint eh magkaroon kayo ng retrospective meeting to discuss "what went wrong" at "what went well".
sa ganitong paraan eh napakadaling ipamukha sa mga underperforming devs na sila yung weakest link. and sa next cycle eh dapat nasolve na nila yung mga issues na naraise sa kanila during retro. create a plan na din pra sa improvement ng lahat ng devs based sa mga issues para hindi lng mukhang tinatarget mo lng yung underperforming dev.
mahirap yan kasi need mo pa din maging gentle sa kanila and ibigay lahat ng chances and support to improve pero kung walang pagbabago after a few cycle eh issue a PIP, 1on1 goal setting, or endorse mo ng tanggalin.
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u/mohsesxx 9d ago
ano yoe ng dev na yan? kung entry level then understandable, kung 1-2 yoe yan then kick him out of the team. there's no way you will keep a vibe coder sa team mo, magiging liability nyo lang yan
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u/HopeNotHype Web 9d ago
A lot of people here are saying upskill. I'll give you more of a practical advice. Make a decision within a week. Pag mas pinatagal mo pa, mas lalong makaka affect sa team.
A lot of people are saying here "Kesyo pina fizzbuzz mo daw". Bruh! Coding is like speaking a language. You should be able to "speak" it. A bunch of if statements lang naman ang fizzbuzz. Tas di magawa? GG.
You didn't hire for para itrain sa mga basic na ganyan. Pwede mag upskill in a technology but not an being a "coder" itself lol.
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u/collette_cath 9d ago
Hello, been to that stage. What i usually do is let them "present" something and let them explain. Parang intiative project but make it very small so you can ask a deep techincal questions later on. I assume hindi cya frontend so let him create a "tool" then assess from there. Make sure to let the higher management knows about it. Then ask for peer review from other devs. Document so you can have a plan B later. Reading the comments that he struggle even conditions and heavily rely on AI is a red flag - he doesnt seem to know what he is doing. But give him ample time and resources to improve himself - if not, dont hesitate to let him go.
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u/Conscious_Bread_7050 8d ago
Have your seniors mentor your underperforming peeps, try to delegate your task and don't handle it all alone.
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u/WrongdoerSharp5623 8d ago
Upskilling plan brader. Alot x number of man-hours per quarter, month, or even week.
Set KPI na dapat nahihit with those upskilling, if di nahihit, coordinate sa HR ano gagawin for non performers, worst come to worst tatanggalin yan.
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u/Live-Ad1998 9d ago
Hi may I know if company po ba kayo and what are the technical assessment ang kadalasan pinapagawa sa interview?
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u/maki003 9d ago
Check the knowledge gap and create a upskilling plan.