Ask HN: What should I say to my manager when my performance starts suffering?

> how can a company expect to retain employees/contractors if the only work available is the same tedium over a long period of time, and no way to change that?

Actually, once you've established that you're capable you can usually ask for assignments / work that interests you more. This also requires additional communication. Even if there's nothing immediately available, your manager will keep it in mind when looking forward to the kinds of work you express interest in.

I've been on both sides of the table.

My advice isn't orthodox, but it's real.

The first question is, is your manager some kind of psychopath? If they are then just quit and move on. It's painful. Maybe it will work out so you should stay. They're really nice underneath... all that stuff. No. Just quit. It won't get better. They won't change. They won't suddenly care about you. You're done. Move on.

If they aren't a psychopath then just level with them. Be completely honest that you're burning out right now and you need a break, or a different role, or you don't know and you need help. They will either fire you immediately and you can move on, or they'll figure out a way to help you. From a managers point of view this is fantastic - a report is telling you what they need, or they need help. The worst employees are the ones that are just a continual problem. If you flag that you're a short-term problem, or a solvable problem or a problem that needs help this is 1,000x better than someone who's a problem every day.

A good manager is a human being. They truly want to help. They'll ignore or figure out a way around the corporate stuff. If they aren't a human being, just move on. If you are a continual problem, don't be mad if they move on from you.

Most managers, I think, have only had two types of people with "performance problems". Type 1: A real problem. Your cat died. Your parent died. You broke a leg. Your car crashed. You just don't like your role. All of these are ok. We're all human. Your human manager will support you through it and figure out leave or a new role or whatever else is required.

Then there's type 2: You stop coming in. It's not clear what's going on. You don't talk. Different problems every week - your ankle hurts then your dog got bitten by a snake. Then something else and then something else. Then something else. It's endless.

Managers... we just don't really know what to do. There's no clear problem. We try things to help you. We try more things. And more. And more. Then it's six months later and we're burnt out and we fire you. But we don't want to. We're still human. We've been there too.

So help everyone, be clear and up front. If your manager is kind they'll figure it out. If they're not then you're better off moving on.

The medium is also everything. Talk in person, talk over email, talk over chat. Make a phone call. Video. You don't know how people like to communicate. It's easy to take things out of context. Try to connect as much as you can.

But don't be afraid. Just level and see what happens. It might be messy and painful like any human interaction but at least you'll work through it.

Again - yes, there are psychopath managers. They're not confined to fast food restaurants. The sooner you figure out you have a psycho manager, the better. Just move on and pray for them, in the best way. Truly pray for them to be better because you should be grateful you don't live in the personal hell they seem to.

........

on this:

"Hey X, hope you're doing well. Just wanted to check in and see if you'll still be doing N things from here on out, or if you've been spending more time doing ___. If there's anything I can help with please let me know."

They're trying to connect with you and balance the corporate written communication balancing act. Be kind. Video call. Chat in person. Find a way to connect and be honest about what's going on and if they're a good person they will help, and if they're not a good person, leave.