The Do's and Don't's of Managing Programmers:
Why are some programmers such jerks?
Too many managers believe the problem lies with [the disgruntled programmer]. If he was a better employee, dedicated worker, or at least cared more, then this wouldn't happen. Right?
Unfortunately, no.
The first suggestions matter a lot
How you handle ideas from new programmers sends an important signal. Good or bad, it sets the stage for what they expect. This determines if they share more ideas in the future... or keep their mouth shut.Sure, some ideas might not be feasible in your environment. Some might get put on the back burner to be discussed "when we're not busy". Some ideas seem great, but they run against unspoken cultural norms.
No matter what the reason, dismissing or devaluing your programmer's ideas — especially in the first few months — is a bad move.
Damaged by all the naysaying, he'll try a few more times to present his ideas differently, aiming for a successful outcome. If he continues to feel punished, though, he'll realize that the only way to win is not to play.
Which is exactly what you don't want your programmers learning.
He will stop presenting ideas, asking to meet customers, and genuinely trying to understand the business.
Ultimately, it's a lose lose.
If you want programmers to become mere code monkeys, treat them like code monkeys.
(Score: 2) by Yog-Yogguth on Monday December 04 2017, @11:19PM
At least anywhere I've worked, and those weren't particularly bad places, at least not all of them.
Then again, and without getting into anecdotes, doesn't it pretty much describe life itself in the parts of the world where most who post here live? Does for me. And society. At least for me there isn't a single positive feedback loop; they're all negative. I'm getting pretty good at ignoring them.
Thus the only winning move is not to play other people's "games" if one can avoid it, and it seems a surprising number of people manage to avoid most of it one way or the other.
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