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It's too early to go to HR, and I am not even sure HR is the correct person to talk to about this. As I understand, the bottom line here is: You can't do your planned work because of certain restricti …

For last few months I was not given enough tasks to keep myself busy. The only thing I could (and probably should) have been working on when I was free was an internal application (not a lot of bus …

Based on your statements in the question, I'm going to write the answer(s) How to cope with this situation? If you want monetary benefits, shift your priority to produce quantity rather than qu …

not being on my desk all the time This would be a non-issue, in case there is no performance impact. …

(The option I'd go with) Suck it up (sorry, it sounds harsh, but one of the options) and let them continue, have periodic performance monitoring and document it, wait for them to fail, and then let management …

You are the head (superior), to it's your duty to manage. Don't feel you're interrupting or overstepping, go ahead and mediate, manage them. [...] dip in their stats and an increase in mistakes. Mist …

It's not your place to judge the performance of your co-worker, you do not manage them. You can only do your part in the shared assignment, and leave the rest to the colleague to complete. …

It seems you have wasted a lot of time wondering on "if"s and "but"s and did not take a stand on your decisions. In other words, they undermined your authority and decision, because you allowed them t …

If this was handed out to you out of the blue (without any prior communication), then you need to reach out and ask for the performance measurement metrics used to measure your performance. … So, to answer your questions: Is it possible to ask HR to define the performance metrics, and the performance measurement method? …

I'd say, re-check your contract. Most of the cases, the clause is, if you chose to leave the company (resign), you have to pay it back. If the company chooses to terminate your tenure for any reason, …

This engineer has filed over 30 successful patents over the past 2 years, and all of these inventions are used in our products. This was indication enough for your senior management to not call o …

On a slimmer chance, if your team lead has resorted to sarcasm to convey the feedback about poor performance, then there there is some serious malfunction that has crept into the team dynamics that needs …

Long story short: As long as you are not directly responsible for managing them, you really do not have much to say in this. If both of your work areas are interdependent, please document all the issu …

As I see, you have two choices: Keep stalling and end up being put into PIP (and most likely the outcome will be negative anyways, based on the previous experiences), and finally end up being termin …