Bob is a rather new employee that was hired as a junior to maintain some older applications (mostly SQL support, a little of front end development).
Since Bob's activity does not cover 100% working time and to avoid being bored, our small team has collaborated with Bob by working together on various tasks (Bob "soft committed" since the main priority was the things he was hired for).
About a year ago, Bob requested to be transferred to our team because he was bored and did not like what he was doing. He was promised a transfer in a few months, but a year has passed and nothing really changed.
So far our team's activity has been quite chaotic due to working in parallel to multiple projects in various phases with no clear priorities. Next month, we will have a product owner and work using the Scrum framework and the team will also include Bob.
However, in the meantime I have noticed the following about Bob:
- complained on several occasions that he hates working on one of the maintenance projects
- began abusing remote work by being less reachable than before
- delivers less than before
All these make me think that Bob will soon leave the company, significantly disrupting the future team activity (~ 25% less team capacity).
My dilemma: should I inform the future PO about this or should I wait until the resignation? Normally, an employee leaves after 20 working days, but it is typically replaced after months, so the expected deliveries coming from our team will surely become impossible to reach.
Question: Should I inform my future product owner that there a good chance that a team member will leave the company soon?
The alleged duplicate is similar, but the context is different since I was not told in confidence (this would automatically trigger for me not telling anything due to confidence) and in my case, the colleague shows what I interpreted as imminent leaving predictors.