8.5 years, whose interest was waning and he kind of wanted to be laid off. So I agree - good job. I've always wished companies would successfully identify those who no longer are thrilled with being there. I've seen too many layoffs where they let people go who wanted to stay, and keep people who wanted to leave.
I didn't know "loving the job" was part of the job. I think I see what you're saying if I stretch a bit, but "effectiveness in role" and "communicates respectfully and accurately" should be the main drivers, not "Does she still dream about her merge requests?"
That is exactly my point - effectiveness in role and communications should not be the main drivers. Desire to be at the job should be the main driver. If you don't want to be there, you effectiveness will suffer. But if you have a team who does want to be there, you can coach them to improve effectiveness and communications.
I only partly agree. You can have people who are considering or happy enough to move on but are still doing a great job and you can have people going through the motions who would rather continue to collect a paycheck than go through a job hunt.
