Corporate Life Notes - Performance, Pressure, and Politics

In this article, I'll be discussing about dealing with Poor Performance, whether it's your own or that of your teammates, navigating through work-related pressures, and handling corporate politics, whether as a victim or an involved party.

Victim vs. Culprit

We frequently encounter individuals who lament about corporate issues, those who have endured such challenges firsthand, and even those who have contributed to them. Whether we find ourselves dismissed due to poor performance or in the position of terminating a poor performer, it's a reflection of our current stance and the hat we wear in that moment.

1. Poor Performance?

Poor performance often stems from a misalignment between skills and job requirements. I firmly believe that everyone excels in certain areas; however, if we find ourselves in roles that don't leverage our strengths, performance challenges may arise.

The top performer in a Business Analyst role might struggle in a Developer position, just as the most proficient Developer may face challenges when promoted to the next level. Someone considered a poor performer in a corporate environment could excel in a startup setting, highlighting the diverse contexts that influence performance outcomes.

Example - Poor Performance

Once, there was a brilliant developer who joined another team in my department. Unfortunately, the manager didn't appreciate her talents, and the situation deteriorated over six months. Recognizing the injustice, I collaborated with other teams to facilitate her transfer. A year later, she surprised me with sweets to celebrate her promotion. It was a powerful reminder that positive outcomes can emerge from challenging circumstances. Similar stories unfolded for three other developers, prompting me to reflect on the impact of team dynamics and project demands. While the manager's frustration was understandable, it underscored the importance of recognizing misfits and fostering environments where everyone can thrive.

The underperformer in one team may emerge as the star performer in another.

IOW, whose confidence was shattered in Team-1 found renewed opportunities and success upon joining Team-2, where their talents were recognized and valued, culminating in well-deserved promotions.

"One such developer, whose performance was the poorest and he was at the point of getting fired, has got 3 promotions in last 5 years in another team."

What should we do once tagged as poor performer?

Seek Feedback, Develop an Action Plan, Find a Mentor, Learn New Skills, Training and Development and so on and so forth..

But the key steps in my opinion are:

Assess the team's alignment with your skills

Evaluate if your skills match the team's demands. For instance, if you possess basic programming skills but the role demands advanced expertise, reconsider the fit. Conversely, if you're overqualified for the role, like being a rocket scientist working in a Level 3 Support position, and feel demotivated, it might not be the right match.

Identify the root cause and Opt for a workplace that nurtures your growth and aligns with your professional goals.

Seek mentorship to understand whether the issue lies with a poor managerial fit or a personal developmental area. Engage in honest self-reflection to pinpoint areas for improvement.

Seek feedback: Initiate one-on-one conversations with team members to gather constructive feedback. Listen attentively and identify recurring themes to address.

Acknowledge and improve: If feedback reveals consistent areas for improvement, accept them openly and commit to growth.

Move on: If you still believe the feedback is unfounded, explore opportunities in other departments within the company or externally. Refrain from remaining in a toxic environment. Opt for a workplace that nurtures your growth and aligns with your professional goals.

2. Work Pressure

"I had a colleague who dedicated long hours, from 10 AM to 12 midnight, six days a week, driven by the pressure to deliver within tight deadlines. Despite his efforts, he continuously expressed feeling overwhelmed by the workload. Eventually, he made the difficult decision to leave the organization. Interestingly, in his new role at another company, he continues to work the same exhaustive hours."

It's not solely the work pressure, but rather our personal commitment to meeting deadlines and delivering results on time that drives us to work extended hours.

The individual inclined towards working long hours will always find "the work to be done today". It's not the work but the habit.        

The individual who manages the work and prioritize well will always find "the work not to be done today". Priority is the key.        

Example

• Meetings are toxic: A developer transitioned into a more significant role, and additional responsibilities meant extra meetings alongside a regular workload, causing him/her to feel increased pressure.
• Increase your visibility: Did not your manager say this? At times, we fall into the trap of striving for visibility to secure a promotion, leading us to take on numerous extracurricular activities. These include organizing fun events, participating in hiring events, fostering innovation, engaging in coding competitions, and running knowledge sessions, all of which add to our workload on top of our regular responsibilities.

And then there is a 'real work pressure' situation too.

What should we do?

Prioritize the work if possible. Involve stakeholders.

If it's prolonged pressure, assess whether it's a collective experience within the team. If so, escalate the issue to management. If it's an individual experience, introspect to understand why you're facing pressure alone. If it's due to skills or misalignment, refer to the "Poor Performance" section above for guidance.

And if after escalating to management and nothing happens then you know what to do next. Yes, you have the answer :)

3. Politics

Glad that you don't do politics.

We often find ourselves entangled in politics, whether directly or indirectly. The definition of politics is multifaceted and subjective, varying from one individual to another. What one person perceives as political maneuvering, another may view differently.

Is it politics?

A manager's role includes supporting team members' growth. However, if one candidate receives substantial support from their manager, leading to promotion while another deserving candidate does not due to lack of similar advocacy, it raises questions of fairness.

Whether the un-promoted candidate perceives this situation as political depends on their perspective. It may reflect unequal opportunities or managerial biases rather than outright politics.

Example

You will get one Amily wherever you go

When a mentee discussed with me about challenges with her manager, Amily, such as feeling unsupported or criticized everyday, I told, "Consider addressing the issue directly with your manager, Amily. You will get one Amily wherever you go but if you think it's not possible to deal and the situation becomes unbearable or resolution seems unattainable, it may be prudent to explore other opportunities".

What should we do?

Let's explore actionable steps to address situations where we feel we've been affected by politics, setting aside specific definitions:

Discuss and resolve: Initiate a direct discussion with the individual involved to clarify misunderstandings and resolve the issue amicably.

Escalate and resolve: If direct communication fails to yield results, escalate the matter to your manager, mentor, or appropriate management channels for further intervention and resolution.

Discuss with Your Mentor: Get your mentor's perspective about this situation and evaluate it from third person's perspective. Sometimes, we are also wrong reading the situation.

Acceptance: For minor issues or situational challenges, consider accepting the situation to maintain harmony and focus on your objectives.

Decisive action: If the situation becomes intolerable and resolution seems unattainable, exercise your judgment to explore alternative options, such as transferring to another team or seeking opportunities elsewhere. We must ensure that before taking action, we evaluate whether the issue is an isolated incident or a recurring problem, especially if the situation appears extreme in a particular case.

Blessing in disguise: Perhaps these situations arise as a sign from destiny, indicating that you're not on the right path, and it's time to consider pursuing your passion or starting your own venture. :)

Closing Notes

And last but not the least - We all have to be mentally strong. Toxic work culture, toxic people, toxic person in family, toxic event, it's never ending.

Let's support people around us. We all have issues and we all need support.

PS: If you need to discuss and learn how to address your challenges, feel free to write to me at [email protected] and I'll support whatever the best possible for me.

Note: These insights are drawn from my personal experiences spanning over 20 years in the corporate world, as well as from my role as a mentor. Through navigating numerous challenges myself and observing the experiences of others, I've come to understand the importance of recognizing available options, especially in situations where individuals feel overwhelmed by pressure. It's crucial to remind ourselves and others that there are always alternatives and avenues for support, even in the most challenging circumstances.