Short answer: If the person has been in the role for six months, and you think the individual is a poor fit, it's highly likely you should let the person go. Most folks procrastinate far too long.
Instead of culture + performancr my framework talks about performance and connection between employer and boss. Poor performance and not great connection with boss are often more important considerations rather than team culture and performance in my opinion
How should a head of product or PM regroup and find a new role confidently after being laid off?
After two years at Officevibe (where you gave a workshop!) my role was eliminated in a restructuring of about 10 people and the founder 'took back' the product role himself.
Instead of culture + performancr my framework talks about performance and connection between employer and boss. Poor performance and not great connection with boss are often more important considerations rather than team culture and performance in my opinion
How should a head of product or PM regroup and find a new role confidently after being laid off?
After two years at Officevibe (where you gave a workshop!) my role was eliminated in a restructuring of about 10 people and the founder 'took back' the product role himself.