Well, naturally every company has talent drain. The rockstars will not work long in one company and jump from one gig to the next. But if you have bad luck and hired some slackers, which will happen with the tightest of hiring schemes, then they will certainly stick around.
Thus over time you still have to re-hire people you really need, but get a bigger and bigger amount of people who are just there for the social benefits.
So what can you do to achieve your ambitious goals? Reduce the workforce and try to find a cutting point where you get rid of mostly parasites while keeping your ambitious work bees around.
Usually at the same time of the cut, some of the work bees also get raises and promotions, because then there's some free budget. So if you are an ambitious work bee, then "cutting staff" is actually also good news.
Finding the right cutting point is really the important point and hardest part. For instance you don't want to lay off people who really are performers but for some reason or another (e.g. they just got a baby) they don't perform right now. So at least in the companies I could look inside until now the cutting point is usually well inside the slackers group, so that the people who would recover and then start performing again have a chance to continue.
In the end, even the most tyranical ass-hole leader wants to have as many people as possible work as hard as possible to achieve his goals for him, in exchange for an amount of money that in most cases is peanuts for him. And not all leaders are even tyranical ass-holes.
You left out the part where managers are held accountable for failing to help their staff be productive. It’s easy to rant about slackers but in my experience they’re rare (and 100% protected by management) compared to people who are given conflicting or bad incentives or – by far the most common – work which appears simple only from a distance (e.g. how enterprise software developers can take 3 months to add a button because that involves 600 edits on 20 servers and a labyrinthine test plan).
> in my experience [slackers are] rare (and 100% protected by management)
Can you give an example of how you see slackers being protected by management? I wonder if we have the same definition of the word slacker.
In my experience the people protected by management are not doing much in terms of daily work, but they work a lot to always stay on top when it comes to prestige and taking credit from other people's work. So from my perspective they are working hard, just not to improve the teams results. That's why I call them parasites. They suck out the value of the team for their own gain.
What I call a slacker instead tries to do nothing but reading facebook (or HN) all day. Most of the time these are people who have given up hope to improve their careers for one reason or another. In many cases it is connected to a parasite sucking too much out of them and them not being able to recover self-motivationally.
I bet at least before readign this post your understanding of slacker and my understanding of parasite would be similar, right?
My thought was just that this doesn’t happen in a vacuum: their management should know that they’re not performing, irrespective of exactly how. I’ve seen some egregious examples (e.g. F500 online store which was down every morning from 5am to whenever the DBA rolled in, a dude who’d head to the bathroom at 9:30 with a coffee mug & the newspaper, someone who went out to lunch 10-3, regularly being VERY drunk, etc.), and in every case this was well known but there were reasons why nothing was done (members of the same frat, having an affair, being drinking buddies, too lazy to do the paperwork, being high enough in the management hierarchy that you’d have to explain not having acted before promoting then, etc.). So while I blame the person for taking a paycheck they weren’t earning, I attribute more blame to the people whose job it is to correct problems like that, especially since they’re paid more and given greater status and authority for [theoretically] improving the performance of the larger group.
In many companies slackers are the norm, they cover each other and help them promote to cover even better. It happens a lot in non-technical companies where techies do the work, but the think layer of management and other positions are mainly paper-pushers and PowerPoint champions.
Thus over time you still have to re-hire people you really need, but get a bigger and bigger amount of people who are just there for the social benefits.
So what can you do to achieve your ambitious goals? Reduce the workforce and try to find a cutting point where you get rid of mostly parasites while keeping your ambitious work bees around.
Usually at the same time of the cut, some of the work bees also get raises and promotions, because then there's some free budget. So if you are an ambitious work bee, then "cutting staff" is actually also good news.
Finding the right cutting point is really the important point and hardest part. For instance you don't want to lay off people who really are performers but for some reason or another (e.g. they just got a baby) they don't perform right now. So at least in the companies I could look inside until now the cutting point is usually well inside the slackers group, so that the people who would recover and then start performing again have a chance to continue.
In the end, even the most tyranical ass-hole leader wants to have as many people as possible work as hard as possible to achieve his goals for him, in exchange for an amount of money that in most cases is peanuts for him. And not all leaders are even tyranical ass-holes.