Asking for help when you don't know something isn't weak - no one person can know all the details of each technology they will encounter. And assuming that it's not happening with every aspect of the job, but instead on specific things where you know a colleague has specific knowledge that will help, then it's actually the sensible and efficient thing to do.
The short answer: "Because I do not supervise them."
If they don't report to you, you don't control their work or assignments, and shouldn't have to stay late due to whatever is going on, whether too much work or too little skill.
If you are working 60+ hours a week and it still isn't "enough" - then you're at the wrong company. Neither you nor anyone ...
I was wondering if this is a safe topic of conversation in a one to
one meeting with my team lead.
This behavior is an acceptable topic, jumping to conclusion as to the cause isn't. I would come at it along the lines of:
Hey boss. I've noticed lately that when I present technical info about the project you always confirm it with Adam or Bob yet when ...
I know how you feel; I came from a rural and traditional background as well and went through this several years ago. Here are a few things I wish someone had told me:
These women are not dressing this way to distract you on purpose. Women dress the way they do for a variety of reasons, none of which have anything to do with you.
You will become ...
If you reveal it publicly (that is, everyone knows you have trained your peers) not only will you be more productive, but your whole team will be, and management will know why. By advancing the interests of the team and the company, you will be seen as someone making an important contribution. You're more likely to be promoted (for example, to team lead) or ...
The founder responded that they are overreacting, and that he has an absolute trust in the skills of the new lead, based on his CV and the interview, which is exactly why he assigned to this person the role of a lead developer in the first place.
The head guy has spoken. It's not a government or a political party. You can't throw anyone out or lead an ...
Generally you want to avoid expressing out and out preferences for this sort of thing in a CV but instead make obvious that the company will get the best results by giving you what you want, you're on this lines already but due to the language barrier it doesn't flow quite right. I'd put it something like this:
Social skills: Experienced working in teams ...
Your CEO noticed on Monday that something went wrong. So apparently he or she thought it was fine for themselves not to be on standby.
Fact is: Being on standby is something that people will want compensation for. Especially qualified people who won't have a problem finding a job elsewhere. If I'm on standby that means I can't go to the movies where I have ...
the remaining ones will work hard in fear that if I don't work harder I may be the next
Much more likely that the remaining ones will think "better jump, before I get pushed".
And, the best of them will find it easiest to find new jobs with other companies.
That's the way that it normally plays out when redundancies start. Add the knowledge that the ...
Am I doing anything wrong?
Yes. You are working 66-hour weeks and taking part in a culture that promotes even longer hours. You are considering going even further into dogmatic presenteeism in which it is a good thing to be in the office even if there is nothing to do.
You will not improve morale by staying late twiddling your thumbs. You will not improve ...
I suggest you focus on the real problem which is that work is not being completed in a timely manner and there is a loss of quality.
If you feel they have too much free time to spend here, then assign them more work and more closely monitor the progress on the work assigned. When the quality problems happen, then send it back to them to fix and give them a ...
There already is a policy in place that says staff should inform at least 24 hours in advance - which no one seems to care about, clearly.
Because it is completely out of touch with reality. You require what? People to notify you 24h before they get sick? Who are you hiring, child care or supernatural doctors?
Imagine I strain my ankle on the stairs on my ...
He doesn't want us to contribute for Stack Overflow in the leisure time, rather he's
poking us to provide support for mediocre developers who struggle to
complete their task on time.
Yesterday he got very angry and scolded me "Don't
let me to say this once again, it will not be good. Do office works in
office. Take care of your other jobs (Stack ...
Reasonably frequent code commits.
Document your ideas, your designs and your code. Any gotchas you're aware of.
Document your bug fixes explaining what the problem was and how you've fixed it, and why.
And did I mention documentation?
If you work in an environment where policy is lax (so junior devs can ...
With all due respect, I don't believe that the entirety of the problem sits with the staff.
The employees are young and impressionable.
"Most of them are not college graduates they lucked out when they got this job"
Fast forward again, I have had a couple of subordinates file a formal complaint against me stating I am ...
He follows all the company policies for sick days, so from the HR
perspective there is no problem.
Then there's no problem that needs resolving.
Should I approach his sick days in the feedback meeting?
No. If the employee is complying with the company sick leave policy then there isn't anything you need or should do.
While I understand that you may ...
First step is to apologize to the intern.
It's likely both of you are frustrated with how the time has been going. If the intern has had a year of college, it means they are basically a high school student still. Not a professional software developer.
You need to set your expectations more correct. Often (most?) internships aren't really value-add in ...
Question: How to properly justify a team increase given that we don't have an output issue? (we are delivering in an acceptable manner already)
Stop working overtime and see if your team can still deliver in an acceptable manner. By working overtime, you are simply adding hours of work to each member of the team, which is not much different than those ...
Here's the secret: Stop working above your role.
You're a developer. The assignment of resources and negotiations outside your department is NOT your role. It is your manager's, and he is executing it.
Your manager is doing things very well, from what I can see. He's preparing you for what's happening soon. Your job is to be ready.
First and foremost,...
Would you want a co-worker to alert management if they suspected you were leaving?
The problem here is that you could really damage someone's career by precipitating his termination before he finds another job. Sadly, the job market is extremely harsh and "red-flags" any candidate who happens to be unemployed.
It's just work, let it go, what's the worst ...
As a speaker, I never want to be nitpicked or corrected. I can sometimes handle it when it's important and relevant for this audience. Usually, it isn't. Usually, I've decided to simplify things because I want to get a concept across, so it's not my lack of knowledge, it's a choice.
And yes, I have been in the audience and cringed a little at things I have ...
How can I tell him that based on skills I don't see him as an
appropriate candidate for the position in question without ruining our
You don't. You wish him good luck and that's it. It's not on you to to tell him you don't think he's qualified. Let him go through the interview process and for all you know he may surprise them.
If you are ...
I myself rely on public transport to get to work. I've taken several steps to mitigate the issues, hopefully they will help.
Talked to my boss about the situation and worked with him to find a solution that worked. This was motivated primarily because last time I moved, I ended up on a less reliable bus line.
I arrive at work 15-20 minutes before my shift ...
This is not a technical problem it's a people problem. Treat it as such.
I ain't changin' anything!
You are off to a really bad start and it has nothing to do with the code.
It sounds like your people skills are lacking. You don't start charging into a new job telling the current team how bad they are.
People don't like change. And they really don't ...
You should not share this with people because A) you can't be sure it's her and B) you can't be sure if she wants you to share this with the company.
What you can do, is contact her over this service and tell her people at the company are worried about her. You might even urge her to contact the company herself to tell them they needn't be concerned and/or ...
Based on your comment, you are located in the United States.
If I were you, I would not resign. I would continue doing my job and give the best performance I could (Edit: Exactly for getting unemployment benefits - See first comment), then search and secure a job ASAP. Until they decide to fire me.
At this point, do NOT do what they are asking you to do. ...
It is just corporate life, not you
A colleague of mine returned from a 4-week vacation yesterday. In that time, our boss left for a new company. Maybe 3 minutes was spent catching the colleague up on that before we all returned to our usual work.
When the boss left, there wasn't a lot of fanfare or discussion. He cleared out his office, we spent maybe a half-...
Do NOTHING differently. Work as though you are NOT going to be "hit by a bus" tomorrow.
The "hit-by-a-bus" problem is an organizational problem and not something that needs to be explicitly addressed in your own work-objectives.
Your co-workers and management should be thinking about it, but I think it is too much to expect individual contributors to work ...