How can I productively channel this issue?
It's not clear what "productively channel" means in this context.
You do your job to the best of your ability. If that means your colleague appears comparatively diminished as a result, that's your bosses problem not yours.
Do your work. Get rewarded accordingly. Let Sam and Sam's boss worry about his work and ...
The normal situation here would be for you to work with colleagues and management to argue the benefits of rewriting it, get your co-workers on board, provide documentation, provide time estimates, divide work up and tackle it. That way you get the sign-off from managers first, discuss various problems as a team and form a plan to overcome them. Coworkers ...
I feel very bad that I'm not getting the same opportunity
You are being given the same opportunities, it's just that you are choosing to prioritize other, "boring", work. At the end of the day your manager doesn't care who does the tasks, only that they get done and done well. If you want to do some of the tasks instead of your colleague, you need to go and ...
There are a few glaring issues in the OP post that seem to be missing from existing answers.
When I say that something will get done, I get it done, even if it
means working a few extra hours (up to 10 a week)
Does management know that you are doing all this unpaid overtime? That's almost a week worth of overtime every month, and I imagine unpaid and ...
I think you're doing something here, out of goodness of your heart, that is preventing your boss from seeing the problem.
If Sam struggles with something, based on the same-level position between the two of you, you are not actually responsible for him, but your boss.
You don't have to be rude about it, but you can say "Hey Sam, I can't help with this ...
Should the person be blocked?
If she wants to stop their behavior on social media then yes the person should be blocked.
If the person speaks to her about it at work, she needs to respond with something like:
I am not going to discuss non work related matters with you, please do not speak to me about this again.
If the person persists, she should ...
You've got a couple of problems here related to your lack of communication skills. I don't know how good your code is or how bad the old code is, but let's look at what you've written here.
1. Don't belittle others or come from a place of arrogance
What I need to do is explain that I have significantly more experience and have done this kind of work in ...
they should take a 'hot-desk' laminate from reception when vacant and put it on their desk
Instead of going elsewhere to get a sign, keep a sign at every desk.
For visibility, make it a toy-sized flag in a stand or something else vertical.
When someone sits, they take down the flag.
When the person departs, they raise the flag.
Your workplace is disorganized
It sounds like your workplace is disorganized. If your co-worker can jump on items saying "I've already done that" then you probably don't have an issue tracking system in place.
Also, the idea behind DevOps is that developers and operations are not separate roles. Your colleague is separating the roles. This is not DevOps.
When we're not in the office, we leave a sign that says "This desk is available for hot-desking". I don't think you need anything else than that.
If you want to be more specific, mention when you'll be back.
Fundamentally, you are being taken advantage of. Your coworker has no interest in playing fair with you. He wants to do all of the fun/interesting jobs. Your manager has no interest in changing the status quo. Right now, he has two DevOps people who are specializing in ways that he personally finds quite useful. Your coworker is getting better at the ...
The customers and management don't care if something is coded well. They care about whether it works to an acceptable degree, they care about its cost, and they care about whether they get it on time.
The best way to justify your decisions is to explain then in terms of man hours and costs.
The time-saving measures should speak for themselves. If your ...
Have any of you been in a similar situation? Essentially what they want to do is go behind my ExBoss's back...not that I care about that, but what I don't want is for this to potentially backfire.
As this person is not your boss or manager anymore, you should not do what they say, and instead carry on the tasks assigned by your current manager.
There is no ...
Is there a way I can officially refuse to work with him? (without me getting fired)
Going straight to refusing to work with them is not the best course of action (nor is it likely to be successful).
Instead you need to establish cause not to work with them. Start by documenting everything they do that you feel is over the line, just a notepad or a text ...
Should the person be blocked?
Yes. Her social media should also be set to private so that only her name and profile picture can be seen by outsiders. Personal information should be set to private or friends only such as her age, location, etc.
Should I talk to him?
Should she talk to him?
You are going to want to speak to your manager, and HR, but before you do, do the following.
check and see what someone in your field is making
Put your resume out, and see if you get any bites from recruiters.
If you don't like your current job, go on some interviews.
Be ready to find another job if this doesn't go well.
When you find out your worth, and ...
I've been in a similar situation to yours more than once. What you seem to be missing is in code that old and messy, it's really difficult to tell what's a bug and what's functionality people depend on. It's also really difficult to see important corner cases that have been fixed. Your "troublemaker" is the one who holds most of that knowledge.
It's a ...
Push the question onto your boss.
Hey boss, I'm busy with X,Y,&Z.
Eric wants me to work on A,B instead.
Do you want me to drop X,Y,Z and work on A,B or what?
You have a limited amount of time, it's your boss's choice what you work on. If Eric has the political weight to move your priorities then he does.
Your actual problem should be if he wants you ...
The issue here is that life isn't fair. Stop focusing on others and focus on yourself. If you are getting paid market rates for your skill and function, let it go. If they are making it hard to hit deadlines, let that be known as that is important to the team and company. Under performing seniors should be terminated, not demoted, but that is an issue for ...
Friction with co-workers is often a "straw that broke the camel's back" situation where each individual friction point is not that big of a deal, but the amount of friction points does become a bigger deal.
Your individual points can all be argued to not be reason enough to socially exclude you, but combining them does create the image of a coworker who is ...
No. It's not your business, and you're just making a prediction that might be not true at all.
If you want to help him, you could try to help him to improve his productivity or skills, but be careful, unsolicited help isn't always welcome.
How can I deal with him as I don't want to deny his requests as I'm a very soft hearted and polite man?
Sorry to say this but if you want this to stop then you will have to deny this person's requests.
Next time this person suggests you do something, politely reply "That seems like an interesting idea. However, I have some other things to do, so you will ...
Some companies use 360 Reviews. This is where your end-of-year review (and any salary increase or bonus) is based largely on how your peers and underlings view you. Not just your management.
If they introduce that at your company then you might have shot yourself in the foot.
Additionally, you might find that it is very difficult to achieve a pay rise ...
Honestly, I think you should have a formal private meeting with the guy before you even try to confirm the behavior. By formal, I mean that the meeting needs to have its agenda recorded. I mean nothing more than that. And if you don't want to have a formal meeting with him yet, the next best thing might be to have a quick informal meeting instead.
Okay, let me say this first: You are not a team player and your so-called Scrum team is not actually a team either. If it were, your behavior would not be possible, because there would be no individual goals or performance metrics. So this is dysfunctional on both ends, it's not only you.
I don't have a need to be well liked. I don't need infantry level ...
Yes, she should block him, but she should also email him using work email saying:
Just to be clear, I'm not interested in you, nor am I interested in being friends with you. If you try to contact me one more time outside of work, I will report you to HR for harassment. Do you understand?
It's important to do this in writing, this way she ...
How can I productively channel this issue?
Like a comment suggests, I would not raise it and instead focus on doing your job efficiently.
If your coworker really lacks skills for their role it will become evident with time, and with performance reviews.
Channeling your time and effort to raise this will only diminish your performance and also not give a ...
Budget some of your time and effort to helping your teammates improve themselves.
Select your opportunities carefully to maximize the return on your contributions. Don't get bogged down finishing other people's work for them, but stay with advising and teaching. Work on those who will be seen to benefit the most from your help. Don't fake it -- really help ...
I was happy with my title until Sam came along about a year ago
This part tells us that your core problem seems to be that you feel slighted. Your coworker's skills are lacking, but his title – and probably salary – match yours.
I'll tell you that this should not be accepted. Yes, some people were born rich, some beautiful and you will have to deal with ...
Try to have a one-on-one with your coworker. Discuss the problems you both faced. Apologize for the bad brief. Ask for his input about how you can communicate more efficiently in the future (and listen to it!). Focus on how you can improve the situation instead of sheding blame or shuffling guilt around. Hope that he is an equally constructive person.