3 ms·
Give him concrete actionable critique as close as possible to the time of his "offenses". He's new to professional coding and probably doesn't know what he's do
by rgbrgb 12y ago
Give him concrete actionable critique as close as possible to the time of his "offenses". He's new to professional coding and probably doesn't know what he's doing wrong. For instance, after you help him with a compilation error that you think he should have figured out on his own, recommend him the resource that you think he should have learned it from. Take the lead in training him and putting together technical documentation around common problems new members of your team might have. It's more productive to recognize this as a flaw in the system your team has created for on-boarding new hires.
Using name-calling like in the title of this post will not help.
- ibyon 12y agoTrue I know. I wanted to avoid name calling. Please read my response above. I have worked hard to my knowledge working as ops guy in a team and had reached out my network to solve the problems and produced document. But he seemed to think my work as granted. But personally I spent a lot of time troubleshooting his issues in our legacy system and that doesn't get recognized. It affects my morale. But at the same time, I do recognize that it is a good management experience working with smart juniors. I have kids. I see same behaviors but I cannot yell at him like I do to my kido. ;)