Dismissal is perhaps the most painful procedure for IT professionals, if it occurs not at their own request, but at the will of the employer. dev.ua decided to find out the reasons why employers usually say goodbye to IT professionals.
Dismissal is perhaps the most painful procedure for IT professionals, if it occurs not at their own request, but at the will of the employer. dev.ua decided to find out the reasons why employers usually say goodbye to IT professionals.
Maria Shubtsova, Senior HR Director at Ciklum, highlights several reasons why an employer may say goodbye to a specialist.
Low productivity. This is one of the most common reasons for dismissal. It can occur both during the probationary period and after several months of work. To avoid such situations, Ciklum tries to formulate the tasks for the probationary period as clearly as possible, discuss expectations and regularly check progress. This is helped by regular checkpoints that allow you to assess whether the specialist is coping with the tasks set, whether he has enough resources and whether he needs support.
A key factor is understanding the timeframe: if the set tasks are not completed within the specified time frame, the company will not be able to continue the cooperation.
Another option is when a specialist has been working for more than 6–9 months but does not demonstrate the expected results. At Ciklum, this means achieving the set goals and the quality of task performance, which can be assessed by the immediate supervisor or client. In this case, the employer applies a PIP (Performance improvement plan). The colleague is provided with the support of a mentor or line manager, clear success criteria and deadlines are set. The possible consequences of not fulfilling the plan are also immediately discussed. If no positive changes occur, then cooperation is terminated.
Toxic behavior, conflict. Situations when a specialist systematically conflicts with colleagues or creates a tense atmosphere in the team sometimes occur. In such cases, the company first of all analyzes the reasons for this behavior, provides constructive feedback with a clear explanation of what changes are expected, as well as an explanation of the possible consequences if the situation does not improve.
If the cause of the conflict is specific (for example, a problem in a specific interaction or project), you can try rotating to another team, department, or project. However, if this does not work and the situation does not improve, Ciklum terminates the cooperation.
Violation of company policies. Company policies (Code of Conduct, Security Policy, Dignity and Respect at Work Policy, Global Diversity, Equality & Inclusion Policy, etc.) are the foundation of our professional environment. They create a safe working environment and ensure equal opportunities for the entire team. Ignoring policies is a serious reason to reconsider cooperation.
If a specialist has used official information for personal purposes, violated the code of ethics, privacy policy, or posed a threat to themselves or others, Ciklum is forced to take appropriate measures. Since security is one of the core values, such situations usually lead to termination of cooperation.
Staff reduction, project closure. In a dynamic business environment, a company may need to optimize resources, which sometimes involves cost reduction. In addition, the nature of the outsourcing business involves the termination of individual projects. In such cases, bench policies usually apply, which define possible scenarios for specialists who are left without an active project. It is important to discuss the conditions and possible consequences in advance to avoid misunderstandings.
Oleksandra Tolokh, Senior Talent Operations Manager at SoftServe, described possible reasons for terminating employment relationships with specialists.
«At SoftServe, we strive to provide opportunities for professional and career development for all employees, creating a stable work environment. At the same time, we also expect our professionals to adhere to professional standards and work ethics,» she says.
If, according to Oleksandra, an employee does not fulfill their duties or does not meet the expected level of competence, they are given the opportunity to improve their performance during the probationary period. If there is no progress, the company is forced to terminate the cooperation.
In addition, in the case of aggression, serious conflicts within the team or with the client, or violation of labor or other laws, the issue of dismissal may arise. «Fortunately, such cases occur extremely rarely at SoftServe,» says Tolokh.
According to the Senior Talent Operations Manager at SoftServe, the company focuses on talent retention as much as possible: over 70% of specialists end up in the paid reserve after completing projects. «They receive support from Talent Success Leads, who help them determine next steps and find new opportunities within the company,» she says.
The war, notes Oleksandra, has changed the economic situation and clients' approaches to new investments — the market has become more dynamic, and specialists today are required to be flexible, willing to master new technologies, and adapt to clients' requests. «If you are not ready for this, it may lead to the fact that they will not find a project for you,» Tolokh summarizes.
Several more employers told dev.ua anonymously why they say goodbye to specialists. It is important that before dismissing, companies usually try to give a chance to correct the situation: through PDP or feedback. However, if there are no changes, the decision is made in the interests of the team and the business.
Among the reasons for terminating employment relationships between IT employers and employees or contractors are the most common:
