New Manager Dealing with an Underperformer on a Remote Team at Google

What are the biggest challenges for a new manager dealing with an underperformer on a remote team at Google?

The biggest challenge is lack of face-to-face interaction, making it harder to assess performance and provide feedback. In a Q2 debrief, a Google hiring manager noted that remote underperformers often require more frequent check-ins, which can be time-consuming. For instance, a new manager at Google may need to schedule weekly 30-minute calls with an underperformer, compared to bi-weekly calls with high-performing team members.

Not having a clear understanding of the underperformer's work environment and potential distractions can also hinder a new manager's ability to address performance issues. It's not about being overly controlling, but rather about being aware of the factors that might be impacting an employee's productivity.

A Google engineer, for example, might be working from a coffee shop with limited internet connectivity, which could be affecting their ability to meet deadlines. In this case, the new manager could offer to provide a stipend for a co-working space or help the engineer find a more reliable internet connection.

Moreover, building trust and establishing a strong working relationship with an underperformer remotely can be more difficult than in an in-person setting. A new manager at Google might need to make a concerted effort to get to know the underperformer as an individual, including their strengths, weaknesses, and motivations. This can involve regular one-on-one meetings, as well as encouraging open and honest communication. For instance, a new manager could ask an underperformer to share their goals and aspirations, and then work together to create a plan to achieve them.

How do I identify an underperformer on a remote team at Google?

An underperformer on a remote team at Google can be identified by consistent missed deadlines, low-quality work, and lack of engagement in virtual meetings. In a performance review, a Google manager noted that underperformers often require more feedback and coaching than their peers. For example, a software engineer at Google might be struggling to meet the company's coding standards, resulting in repeated revisions and delays. In this case, the new manager could provide additional training or mentoring to help the engineer improve their coding skills.

It's not just about looking at metrics, but also about understanding the underlying reasons for underperformance. A new manager at Google might need to investigate whether an underperformer is struggling with the company's technology, lacks the necessary skills or training, or is dealing with personal issues that are impacting their work.

By taking a holistic approach, a new manager can develop a more effective plan to support the underperformer and help them get back on track. For instance, a new manager could offer to provide additional training or resources to help an underperformer develop the skills they need to succeed.

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What are the most effective strategies for managing an underperformer on a remote team at Google?

Effective strategies for managing an underperformer on a remote team at Google include setting clear expectations, providing regular feedback, and creating a performance improvement plan. In a Q1 debrief, a Google manager emphasized the importance of setting specific, measurable goals for underperformers. For example, a new manager might set a goal for an underperformer to complete a certain number of tasks within a specific timeframe, and then provide regular feedback and coaching to help them achieve that goal.

Not having a clear plan for addressing underperformance can lead to confusion and frustration for both the manager and the underperformer. A new manager at Google might need to work with the underperformer to create a customized plan that addresses their specific needs and challenges.

This could involve identifying areas for improvement, developing a plan to address those areas, and establishing a timeline for progress. For instance, a new manager could work with an underperformer to create a plan to improve their communication skills, including attending a training course and practicing active listening.

Moreover, providing opportunities for growth and development can help underperformers build confidence and improve their skills. A new manager at Google might offer to provide additional training or mentoring, or encourage the underperformer to take on new challenges and responsibilities.

By investing in the underperformer's growth and development, a new manager can help them become a more valuable and productive member of the team. For example, a new manager could offer to provide a stipend for an online course or conference, or encourage the underperformer to take on a new project that aligns with their interests and strengths.

How do I have a difficult conversation with an underperformer on a remote team at Google?

Having a difficult conversation with an underperformer on a remote team at Google requires preparation, empathy, and a clear understanding of the issues. In a Q3 debrief, a Google manager noted that it's essential to approach the conversation with a solution-focused mindset. For instance, a new manager might start the conversation by acknowledging the underperformer's strengths and accomplishments, and then clearly and specifically outline the areas for improvement.

Not being transparent about the reasons for the conversation can lead to mistrust and defensiveness. A new manager at Google might need to explain the purpose of the conversation, the specific issues that need to be addressed, and the expected outcomes.

By being open and honest, a new manager can create a safe and supportive environment for the conversation. For example, a new manager could say, "I want to discuss your performance because I care about your growth and success, and I want to make sure you have the support you need to excel in your role."

Moreover, using "I" statements instead of "you" statements can help to avoid blame and defensiveness.

A new manager at Google might say, "I've noticed that you've been struggling with meeting deadlines, and I'm concerned that it might be impacting the team's overall performance." By using "I" statements, a new manager can express their concerns and needs without attacking or criticizing the underperformer. For instance, a new manager could say, "I need you to understand that meeting deadlines is crucial to our team's success, and I'm willing to work with you to find a solution."

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Preparation Checklist

To effectively manage an underperformer on a remote team at Google, a new manager should:

  • Set clear expectations and goals for the underperformer
  • Provide regular feedback and coaching
  • Create a performance improvement plan
  • Offer opportunities for growth and development
  • Prepare for difficult conversations by gathering data and evidence
  • Work through a structured preparation system, such as the PM Interview Playbook, which covers topics like performance management and conflict resolution with real debrief examples
  • Establish a timeline for progress and hold regular check-ins to monitor progress
  • Be open to feedback and willing to adjust the approach as needed

Mistakes to Avoid

When managing an underperformer on a remote team at Google, it's essential to avoid common mistakes such as:

BAD: Ignoring the issue or hoping it will resolve itself

GOOD: Addressing the issue promptly and providing regular feedback

BAD: Focusing solely on the underperformer's weaknesses

GOOD: Identifying areas of strength and providing opportunities for growth and development

BAD: Being too lenient or too harsh

GOOD: Finding a balance between empathy and accountability

By avoiding these common mistakes, a new manager can create a supportive and productive environment for the underperformer to improve and succeed.

FAQ

Q: What is the typical salary range for a new manager at Google?

A: The typical salary range for a new manager at Google is between $175,000 and $250,000 per year, depending on experience and location.

Q: How many rounds of interviews can I expect for a new manager position at Google?

A: Typically, a new manager position at Google involves 4-6 rounds of interviews, including a combination of virtual and in-person meetings.

Q: What is the average time it takes to address underperformance and see improvement in a remote team member at Google?

A: The average time it takes to address underperformance and see improvement in a remote team member at Google is around 60-90 days, depending on the individual's willingness to learn and grow, as well as the effectiveness of the performance improvement plan.amazon.com/dp/B0GWWJQ2S3).

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What are the biggest challenges for a new manager dealing with an underperformer on a remote team at Google?