In this episode, Dave and Jamison answer these questions: I’ve been working with this fintech company for the past year as the only FE developer in a team with other 6 BE developers, but recently, I’ve noticed that the product team has slowly stopped including frontend (FE) tasks in the sprints. Moreover, they seem to have deprioritized FE tasks in general, allocating me only one task that I can extend at most to three days within a two-week sprint. This scarcity of work has been bothering me and has left me feeling unwanted in the team, which is particularly pronounced given there’s a significant amount of FE work that needs to be done, yet these tasks still don’t seem to make it into the sprints. During our one-on-one sessions, my line manager has given me good feedback, which leaves me even more confused about the situation. I’ve raised my concerns about the lack of work with my manager, who simply suggested that I discuss the issue with the product team or feel free to tackle a backend (BE) task. When I’ve tried to engage with the product team, they usually dismiss me with non-committal responses such as “we have some work coming.” and sometimes “we’re at max capacity as of the allowed story points in a sprint, try helping where you can”. Additionally, when I’ve attempted to take on some BE tasks, my colleagues often seem too busy to guide me through this new approach, leaving me in absolute frustration. Other FE developers from different teams seem to be shipping loads of features. Given these circumstances, am I genuinely unwanted on my team? What further actions should I attempt before quitting my job ? any advice is appreciated. I suspect one of my colleagues is either not an actual dev or not as skilled a dev as they claim to be. During meetings, whenever they are asked a question, there is always a very long pause before they unmute, and sometimes when they do unmute, I hear the tail end of a different voice answering the question before they themselves answer the question. Should I bring this up to my manager?

This is a rerun of episode 307. Enjoy! In this episode, Dave and Jamison answer these questions: I work for a big bank. I recently found out I am severely underpaid. I have only received “exceeds expectations” ratings since joining over 5 years ago. I rage-interviewed at a bunch of FAANG companies, made it to the final rounds of all, but always came up short on the offer. Expectations at my current job are low. I’ve been putting all my extra energy and time into my own startup idea with a group of small people, that shows a lot of promise. I so desperately want to leave my current job, but I can’t prep for interviews and work on my startup at the same time. I never interviewed since joining the bank over 5 years ago. I truly believe my startup can ultimately be my escape, but I’m just grappling with the fact that it may take years before I can quit vs. if I got a new job I’d have much better pay and not be depressed at my 9-5. P.S. are you hiring? I’ve recently been placed as tech lead for a small group of 3 people, myself included. One of my teammates seems to be having a hard time communicating in a timely manner when they are stuck on something or when their task will be late. I’ve spoken to that person a few times individually on the importance of communicating early and often, but it seems like that person is happy to just muddle on until the time runs out. I’ve had to jump on to finish some work that was time sensitive and I’ve gone to greater lengths to slack dm on how things are going. It’s getting old. I don’t want to be micro managing. Each time I bring it up with them, it seems to get through but never manifests in action. I’m not sure if this person realizes the impact that lack of communication has especially in a remote first setting. A sense of urgency might be helpful in some respects. At one of our 1on1 dm chats the topic of imposter syndrome came up and we shared our mutual struggles with it. I’ve tried to encourage that person that my dm’s are open and can help but I can’t keep checking in. There should be some ownership on their end to getting help from me. How do I get this person to communicate more, share blockers or confusion so we can finish our work on time and learn on the way? Love your show, long time listener, first time caller.

In this episode, Dave and Jamison answer these questions: Do you think an EM should only be involved with management tasks, and let the members handle the technical stuff, or should they have some technical expertise to manage things like architecture reviews or handle urgent incidents? Hello! Love the show, thank you both for all the knowledge. I discovered this podcast when I was struggling as a newbie who was learning on the job at a tech firm two years ago. By applying your advice for fellow listeners to my own situations, I now find myself a well-regarded senior frontend engineer in fintech. I’ve noticed that a big reason for this is my communication, organizational, and soft skills (English major and former operations manager). What really sets me apart is my effective and friendly collaboration with junior devs, tech leads, and product managers alike. As I work towards becoming a principal engineer, should I lean into extending and displaying these aforementioned skills, or are they actually “time sucks” since they are more fitting of a managerial track?

In this episode, Dave and Jamison answer these questions: Listener Thor asks, Is there a chance the tech stack I choose throughout my career will hurt my chances to shift direction towards project leading/managing in the future? Say, I do mostly frontend, will this affect the way people see my broader understanding of projects etc. compared to people in roles such as architect? Listener Travis asks, My company is starting to expand across time zones. The majority of the company is based in one time zone and a handful of employees are spread across others. I want to emphasize the importance of asynchronous communication. I have begun to feel like I need to respond ASAP to Slack messages instead of when it is convenient. If we were to say Slack is used for asynchronous communication, is asking the team to use Signal or even text appropriate for a quicker response? What is a good way to handle reaching out to team members in cases where a response is needed more immediately? Show Notes https://m.signalvnoise.com/is-group-chat-making-you-sweat/

In this episode, Dave and Jamison answer these questions: Greetings from Germany! My job is creating a customized Windows installation image with PowerShell & C#. It takes about 2 hours to build and test an image. Sometimes I have to wait until the end to see if a change did actually work or not. During that time I usually browse the web / watch Youtube / read a book. This makes me feel like an impostor, because I am maybe working 10-25% of the time. Since I’ve only been with this company 1 year, 6 months, I don’t really have any other things to do in that time. Most of my colleagues have been with the company for upwards of 10 years and work in multiple projects at the same time, so they don’t have this issue. On the one hand, I don’t feel like I’m doing anything wrong. On the other hand, it feels like fraud. Should I feel guilt and if so, what should I do about this situation? I am a software engineer at a large tech company in middle America. I like my job, like my leadership, and am fairly compensated for my work. In fact, I’ve been told I’m about to be moved up a level! When (if 😅) I get the new job title, I believe the responsible thing to do is to update my resume and LinkedIn account so that if (when 😳) my management or role changes for the worse, I can take your advice and find a new job. However, I haven’t updated my LinkedIn profile since I graduated college. How can I update my LinkedIn without worrying or upsetting anyone? To complicate matters, my entire team moved on to better things in the last six months, so suspicions are already high.

In this episode, Dave and Jamison answer these questions: Listener Schtolteheim Reinbach III asks, Hey soft skills engineering, love you guys. I work at a company you wouldn’t hear much about, on a product that you wouldn’t think about as having much tech involved- suffice it to say, it makes me interesting at parties. I’m not a developer myself, but on my team, I’m having an issue with a developer who can’t seem to use GitHub properly. Fairly often, whenever he fixes or creates things, he doesn’t seem to check them in properly, and between releases, numerous times, this has caused people to end up reproducing work, for the developers, business team, and QA alike. He’s been at this company for several years, and people have only complained, but no one has made an effort to fix it. I don’t manage him, and I can’t see the processes that are in place on his end, how do I go about reducing the amount of regressions that are created due to a developer who can’t Git? I’m also interested to hear if you two have similar stories about devs who can’t Git, or if you’ve been that dev, and what happened. I quit my job and got a new one! What should I be doing during the initial ramp up period that shows I am a skilled engineer even though I do not know the main languages they use? Also any advice on the non-tech side of ramping up? What should I be doing besides learning the tech stack and fixing bugs? Thank you for all your help and feedback. Show Notes https://xyproblem.info/

In this episode, Dave and Jamison answer these questions: At work, I occasionally mix names of people in my team when I refer to them in meetings. My mother used to do this with my siblings when I was a child and I hated it. I guess I am getting older. Should I just accept the defeat? Any suggestions how to deal with this? How do I find areas to improve without critical feedback? I’ve had regular 1-on-1s with multiple people over the years (managers, mentors, tech leads), and asked for feedback regularly. Yet, most, if not all of the feedback I received was positive. Even when I stress that I want to receive critical feedback as well, the other person tells me that they do give such feedback to other devs, they just don’t have anything to criticize! This sounds like a humble brag, but I’m concerned that I will stop growing and improving if this goes on. I’m also a bit worried that deep down, the managers/leads just keep quiet to keep me happy - either because we have a friendly relationship, or because I’m one of the only women on the team (not trying to accuse them of sexism, but lets be real - “locker room talks” are held back when I’m around, and it might cause some people to be less frank to avoid possible “‘drama”). Due to the lack of direction, I’m trying to look at my senior colleagues and what they do better than me - do they have more technical knowledge, do they communicate better, etc. - but it’s often hard to apply to myself due to specializing in different areas, having different personalities and so on.

In this episode, Dave and Jamison answer these questions: Hi Dave and Jamison! What do you do when one of your immediate teammates is constantly competing against you? I really don’t like competition. Ignoring the competitiveness + praising his value did not work. Some examples: Leaving code reviews comments showing off obvious knowledge which does not really add value to the PR Constantly harassing you to pair on trivial matters (I think because “pairing with someone less experienced” is a trait desirable in our engineer scoring framework) Picking up a bigger version of whatever ticket you just did Trying to be the first to “answer your question” in public without actually answering the question (this makes it difficult for me to actually get answer for question I ask because other would think it’s “resolved”) Part of me feels flattered that somebody who has more years in the job sees me as worthy of competing against, but at some point it became annoying and counterproductive. Appreciate your thoughts. Please don’t tell me quitting my job and saying goodbye once and for all is the solution😂 I am graduating this year and have received two job offers. They are both very similar in terms of pay and benefits, the only difference is that one is fully remote and the other is hybrid (2x a week in person). I would normally jump on the chance to work remotely, mainly due to the fact I am a bit socially awkward and shy. However, I am conflicted if I should accept the hybrid offer as an opportunity to work on my social skills and experience working in an office sooner rather than later. ‌ Should I just accept that my personality isn’t suited for in-person? Have you ever had anyone on your team be socially awkward/shy? How did you feel about them? PS. Have you guys ever thought of releasing merch? I’d love to buy a “space lawyers tshirt”. Thanks!!!

In this episode, Dave and Jamison answer these questions: During our next team meeting I jokingly gave a status report on the state of my desk and referenced the note. I believe this was the first time someone had publicly acknowledged the note writer, and it invoked a very passionate response from my teammates expressing their own annoyances with the anonymous writer. ‌ It began to escalate the following week. Copy cat writers began writing their own sarcastic notes, and junior devs were (jokingly) doing handwriting analyses to find the culprit. I participated in none of this. However my manager pulled me aside to say he is now forced to address the situation due to someone filing an official complaint that I was “instigating workplace harassment” and that I created a “hostile, unsafe environment”. He informed me we will be having a meeting with HR regarding this incident. I have never had a meeting with HR before. I am very afraid of potentially losing my job due to this. I find this whole situation ridiculous and feel very frustrated. Please help me not make this a bigger mess than it already is. Aaron asks, Last week I listened to a show where Jamison announced that he was looking for work, and specifically looking for small to medium startups. I have only worked at larger tech companies, and currently enjoy my position within one of the largest. However, I’ve always wondered what it would be like to work at a startup. What makes startups appealing? Is it still reasonable to expect a good work/life balance, or do you go in expecting a big shift in how you dedicate your time?

In this episode, Dave and Jamison answer these questions: A listener Steve asks, How long is too long to wait to be paid? I’ve worked for 4 early stage startups in my career. Two were successful. One failed. My current one is “limping along” but showing signs of taking off. At the startup that failed, we stopped getting paid and some of us stuck around for 2-3 months until the CEO closed the business. I ended up unpaid for nearly 3 months of work. At my current startup, we are 3 months behind, and it has been this way for 6 months. The CEO is transparent about fund raising and clients slow in paying invoices. My question is still how long before I follow your age old advice? Listener Jess asks, ‌ How do I get past survivors guilt when my company does mass layoffs, but I am not one of the casualties? I’ve been at the company less than a year, and this is the second time they’ve fired THOUSANDS of people, including from my team; folks I work with at least weekly, and folks who have been at the company significantly longer than I have. I feel guilty that I, “The new guy”, am still employed, but the folks who’ve been there for years aren’t. How can I get past this and keep working to ensure I’m not caught up in the next round of layoffs? My manager says I’m doing good work, and the layoffs included complex inputs, but it that only helps a little bit.