This is the most critical factor, inversely proportional to the amount of management required per person. It is vital because the scarcest resource that a company has is the time of qualified managers. Your company’s productivity highly depends on the management resources you have, and you are spending them on supervision. Therefore, any good leader wants to spend a minimum of managerial effort on control - that is, not to dedicate excessive time resources to get the desired result from a person.
It has a direct consequence - at what level of abstraction can the task be transferred? Here we have a whole spectrum from “explained everything thoroughly and controlled everything” to “transferred a part of the business to manage.” So, in fact, growing self-reliance allows the company to promote you.
The reverse process is precisely a decrease in independence.
Let’s say that a person used to have high self-reliance. Therefore, the leader says: “Look, there is such a problem. Deal with it, please.” It is a task of a high degree of abstraction, and the leader assumes that the person will somehow figure it out. And then he discovers: Aha, it doesn’t work that way. The manager goes to them again: “These are the parts of this problem, and this is how we will solve them; do this part first, please.” Then, the manager leaves and looks at what the subordinate is doing. Suppose it turns out that they cannot do it by themself. “Okay, look, this part is solved by such means. Go there for this, and for this - there, you can learn this over there, you will do such tasks here. Clear?” If it does not help, then the next level goes like: “So, we take one task, it is solved as follows - there is the code there, write here like this; here is a successful pattern for you.” And we go down from top to bottom until the person starts dropping predictability.
From my point of view, the main symptom that a person needs to be fired is when he rushed down this ladder to the point where you need to spend more and more of your supervision effort to get the next piece of beneficial work. Once, having come to the company, he climbed this ladder, and now something has gone wrong. From the effective interaction between the leader and the subordinate, you have come to a system that does not mutually amplify energy but extinguishes it.
At this moment, a warning shot is fired: “Look, in order to get a result from you, I need to spend more and more time. I am not satisfied with this. I believe that your problem is that you are slow / unpredictable / you learn slowly / you just do not want to be independent. Please, do something about it. If you want me to help you, ask. If there is no progress, we will fire you.”
A side note is that the issue is most likely not within the subordinate. I am talking about the broken link between the leader and the employee. It is this social molecule that has ceased to work and must be repaired. But, speaking of dismissals, it is clear that managers are fired less often because it is more difficult to replace them.