I am a software developer with 3 years of experience. I recently joined a new company as a "Software Engineer". They put me on an offshore team with 4 other developers. We don't have a Lead dev/Team lead, and report individually to the client. My management hardly knows what we do. Now, we have client calls almost every day, and people on my team are trying to act over smart and willing to become a lead of my team.

Two guys are indirectly competing for the post. One of them is a good and dedicated employee and other one has been with this company for 3 years. They argue often, and they don't listen to each other. I think it's spoiling the productivity. Management should assign someone as a lead so this war ends right now.

I have a good reputation in this company, but since I handle training programs and other activities, I can't make suggestions to management about this issue. I am not part of this war to becoming a lead but irritated by all of this.

How can I invite management to take action?

  • 3
    This post is part rant, part extremely broad question. "What should I do to be myself?" and "not piss any one off" are things we can hardly answer since we don't know you or your colleagues. Can you turn this into a more objective, focussed question?
    – CMW
    Feb 7, 2014 at 10:51
  • You seem to have removed the question altogether in favor of more subjective detail. Did you accidentally remove something you meant to add?
    – CMW
    Feb 7, 2014 at 11:24
  • 2
    I have added an actual question. Feel free to change.
    – user8036
    Feb 7, 2014 at 11:30
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    thanks Jan, i want to know how to come out of this politics. instead of managing myself with it. so i removed parts that includes my reactions \
    – Sakthivel
    Feb 7, 2014 at 12:28
  • The client will end up solving this problem for you. Whoever gets things done will be contacted directly from now on.
    – user8365
    Feb 7, 2014 at 18:31

3 Answers 3


I would try and talk to your team first, explain that you feel its spoiling the productivity. People tend to get annoyed if you just go above their heads and straight to management. You do not want to risk your own position within the team and have them all gang up on you rather than squabble, trust me its not nice.

Sit them down and talk, be assertive, tell them.

If this does not resolve the situation, THEN consider going to management. Email him and tell him you had a meeting/didn't have a meeting and raise your concerns.

Thats what I would do

  • With regards to this excellent meta post would you mind expanding the 'why' parts of your answer a bit?
    – CMW
    Feb 7, 2014 at 11:44
  • As in why I would do it, it does say ill expand a little though.
    – Marriott81
    Feb 7, 2014 at 11:49
  • As in why is it a good idea or why does it solve to the problem.
    – CMW
    Feb 7, 2014 at 11:51
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    Thought I had covered the good idea part when i said do not risk your own position, will look into it.
    – Marriott81
    Feb 7, 2014 at 11:56
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    This is what i gotta do.
    – Sakthivel
    Feb 7, 2014 at 12:33

Resolving this is the management's job. You say "I can't suggest management about this issue". Why not? You should not take sides, but you can request management to take action. That action is not necessarily appointing a lead - leave it to managment how to resolve this. (You could even argue that only appointing a lead will not solve the conflict).

If you have an HR contact, use that.

Stress that you have a concern about productivity, loss of enthusiasm in the team, etc.
Make sure you support your request with facts. How much time gets wasted, where does the client suffer (e.g. contradictory communication). Make a list of these things happening. Try to keep blame out of the list, just focus on the productivity loss.

After reading the other answer from Marriott81 I agree you should try that first. But here too, collect your data.

  • With regards to this excellent meta post would you mind expanding the 'why' parts of your answer a bit?
    – CMW
    Feb 7, 2014 at 11:46

You have two options:

  1. Don't get involved - leave it to the competitors and management to resolve. It may be a short term issue and, once decided, will ease the negative atmosphere in the office.
  2. Go directly to the management team and tell someone in a position of responsibility what is happening. Keep it brief and to the point. Hopefully the people at that level will be smart enough not to name you when dealing with the situation.

With either option don't take sides with either competitor, just focus on the tasks assigned to you and complete them to the best of your ability. Aligning yourself with either competitor will have implications for you once the decision has been made: you need to focus on the scope of your role and ensure you're doing everything possible to meet the demands set out for you.

To be honest, if the two people competing for the same role are creating that atmosphere neither are suitable for leadership at this stage and are unlikely to be able to settle things directly if you approach them about it.

(edited with explanation of reasoning as suggested by a comment)

  • Hi Rex, welcome to The Workplace. While your answer may be spot-on, may I suggest, you extend it a little, also explaining why there are only these two options, or what makes them stand out in particular?
    – CMW
    Feb 7, 2014 at 12:12
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    Sure - sorry for not going to into depth. Happy to extend further if requested
    – Steve
    Feb 7, 2014 at 13:51
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    If you choose option #2, don't lay blame, and don't tell management what to do. Simply lay out the issue and the problem it creates, and tell them you're willing to help in any way management requires. Leave it at that. Don't bring it up again. Management may/will come to you when they feel they need you again. Also - expect EVERYTHING you say to eventually make its way to the two parties involved, so be objective and non-judgmental. Feb 7, 2014 at 15:09
  • Agree 100% with @WesleyLong
    – Steve
    Feb 7, 2014 at 15:29

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