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Hi, I am currently a lead in my team, and there is a contractor in my team and he has like 14 years of experience. The person doesn't know how to code and he could not even write a simple lambda function. And every time if he is given work, he will get it done by asking others, getting help from elsewhere. One day I was frustrated with him and I told him that "He should improve" . I might have told him not in a polite way. He complained to my manager saying that I spoke to him rudely. Given, the fact that he is not up to the mark and makes less or no contribution to the team. I told my manager that I will have a 1 on 1 with him and get things settled. How to deal with freeloaders in the team and how to talk to them? TC: 120K
Can't you guys just not renew his contract? Jobs done! Thanks for the work, cya later.
Why is asking for help wrong? As long as he is not delegating his work to someone else, and seeking help to complete it, it should be fine. We all learn from others. Also, nothing justifies speaking rudely to someone, even if they do absolutely nothing at work. You can complain to his manager, not renew the contract, or let someone go. But being rude is unprofessional.
I did not speak to him rudely. My tone at the time was not polite as he is unable to do the coding. I became lead to this team in August and he recently joined my team. I told him to improve many times politely and he is just the same. I don't want him to lose his job. I just want him to improve and be helpful to the team. I don't have any personal grudge with him. I am looking to talk to him and clear the mis-understandings with him.
"He recently joined the team" "I became lead to this team" > Give him time to ramp up, help him as much as possible to learn about the project. Good managers help others grow. Maybe assign him a mentor or arrange training sessions for him. You can't expect someone to complete tasks without help when they are still new. "My tone was not polite" "I don't have personal grudge against him" "I am looking to talk to him and clear the misunderstanding" > No one said you have a grudge. But if you were impolite, every person has the right to escalate this. Yes, it would be a good idea to clear the misunderstanding. Also ask him how you can help him get upto speed. Just like managers have expectation from their associates, associates also have expectations from their managers. It's a two way street, so ask him what his expectations are, what problems he is facing, and how you can help him out.
120k tc, you're not being paid enough to deal with this. Look for a new job.
I can't go to a new company because of visa issues
Was it an Accenture contractor? We have the same issues with those too.
Cognizant
Vendor or contractor? Two very different things.
That guy works for cognizant. It's a consulting company and he works as a consultant/contractor in our company.
Ok... so vendor or contractor? Again two very different things. Did you hire him (contractor) or did you hire cognizant (vendor).
You say you’ve told him to improve. Did you give him actionable, measurable things to improve? Also as pointed out, vendors and contractors are different. If he’s a vendor, go talk to your account manager with that company and complain. You’ll almost always get a reassignment. If he’s a contractor, give him his 30 days and say sorry we’re ending the contract.
Data. You need data to prove that he is subpar
People know he is sub-par.