High Performance Teams

Has the rest of the Dev Team brought this up?

What might be indications of why this is happening?

What is his background in the organization (prior experience, maybe bad experience)?

What have you tried?

What options do you see to try?

Hi

Development team and i said our concerns direct and indirect ways. Like anonymous retros,in dailys, during the day they ask for also help. We tried to be open but of course we keep our respect,but we did not understand root cause for his velocity or commitment issues. We make 5 dysfunction team assesment,stinck fisk,STAR liberating structure,Heard-Seen-Respected etc.. But to be honest if he faced with a bad experience,he did not tell us anything. Neverthless i am lack of options ,because we tried a lot.

Thanks

What is response if you present him with your finding and ask him what's going on?

Kidding,laughing,He is reckless when we said some complaints.

Does he recognize the evidence placed before him? Does he acknowledge it as being real?

It's time to change the developer. It's not pleasant but in many cases, it's the best thing you can do. You already invested a lot of time and resources. Some investments won't bring you any return...this developer is such an investment.

There is even a chance that your 5-developer team will be faster and more productive as soon as you'll remove the problematic person.

Now don't get me wrong. I always try to work with people and help them and the group to align their work. But sometimes it's just impossible and the only good solution is to remove the problematic person that has a strong impact on the morale of other teammates.

Hi,

@Ian , he does not recognize i think, but whole team said the effects. 

@Dawid , i strongly believe you, because commonly i found my self just think like your words.

Thanks

Hi,

I assume you are the Scrum Master? Did you try to have a 1:1 talk with him, offside the rest of the team? Sometimes that helps. We have had this with a colleague once, that he did not really react on feedback given by or in presence of the team. But in an 1:1 he did not feel under the gun and was able to discuss the issues.

I would try that and feedback his manager as well. If all that does not help, I would also go with Dawid's suggestion to change the developer. Also something we have done in our programme with a developer that was not working well, but with the new team everything got better.

Agreed. If not already done so, conduct the 1:1 first.

Removal will involve escalating up to management, of course.