I seem to be reading a lot of A did work and The work I've done. You're working with the same software. Try doing some actual team work and stop worrying about your personal achievements or A's performance. Software is a team sport. You succeed together and fail together. Try introducing pair programming and mob programming in your organization and you'll see that quality, speed, happiness improves.
I'm mostly a FE/JavaScript nerd at this point, although I enjoy working at all levels of the stack and experimenting with new languages and techniques.
Obviously you need to work as a team but you’re not all going to get promoted together based on how well the team does. If people are trying to sell how awesome they are when they’re actually detrimental to the team and the work you need to talk to them and if that doesn’t work talk to your manager. But don’t for a second “stop thinking about your personal achievements”, that is bad advice.
Strong team work exposes posers very quickly. It also levels the playing field because everyone has the opportunity to work on their weaknesses in a safe environment. Of course there’s room for personal achievements there as well. If one person is not cooperating or is just a toxic personality then it’s good to talk with management on how to get that person removed.
But once we start talking about promotions or other personal rewards i can see us going towards a very dysfunctional software shop. A kind of environment where people make themselves irreplaceable by not sharing knowledge.
When we’re payed by someone to create software it’s our job to do what’s best for that someone. At the same time we need to make sure we build good experience for ourselves to be able to justify better titles and salaries. If that deal isn’t working out for either one, it’s time to move on.
I'm mostly a FE/JavaScript nerd at this point, although I enjoy working at all levels of the stack and experimenting with new languages and techniques.
Strong team work exposes posers very quickly. It also levels the playing field because everyone has the opportunity to work on their weaknesses in a safe environment.
Inside the team this is true, but I have seen multiple occurrences where management has no clue. If someone is taking credit for work they aren’t doing or is mischaracterizing their work how is management supposed to know if no one tells them?
Yeah, it sounds like a cultural problem. Work is not transparent enough. Progress is not incremental enough. The people involved are not talking openly enough to each other. Probably not a very healthy environment for growth.
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I seem to be reading a lot of A did work and The work I've done. You're working with the same software. Try doing some actual team work and stop worrying about your personal achievements or A's performance. Software is a team sport. You succeed together and fail together. Try introducing pair programming and mob programming in your organization and you'll see that quality, speed, happiness improves.
Obviously you need to work as a team but you’re not all going to get promoted together based on how well the team does. If people are trying to sell how awesome they are when they’re actually detrimental to the team and the work you need to talk to them and if that doesn’t work talk to your manager. But don’t for a second “stop thinking about your personal achievements”, that is bad advice.
Strong team work exposes posers very quickly. It also levels the playing field because everyone has the opportunity to work on their weaknesses in a safe environment. Of course there’s room for personal achievements there as well. If one person is not cooperating or is just a toxic personality then it’s good to talk with management on how to get that person removed.
But once we start talking about promotions or other personal rewards i can see us going towards a very dysfunctional software shop. A kind of environment where people make themselves irreplaceable by not sharing knowledge.
When we’re payed by someone to create software it’s our job to do what’s best for that someone. At the same time we need to make sure we build good experience for ourselves to be able to justify better titles and salaries. If that deal isn’t working out for either one, it’s time to move on.
Inside the team this is true, but I have seen multiple occurrences where management has no clue. If someone is taking credit for work they aren’t doing or is mischaracterizing their work how is management supposed to know if no one tells them?
Yeah, it sounds like a cultural problem. Work is not transparent enough. Progress is not incremental enough. The people involved are not talking openly enough to each other. Probably not a very healthy environment for growth.