In this episode, Dave and Jamison answer these questions:
I’m a junior software engineer who has been placed in charge of a handful of graduates and interns who have joined my team. The project is fairly technical.
For the first two weeks, the new starters were pair programming. That went well, and after talking to each new starter they were eager to start working individually.
We’re one month in and I’m concerned about the performance of one of the engineers, “Morgan” (fake name). Morgan has completed a degree from a good university we often hire from but appears to lack any knowledge of software development. As a result, Morgan seems to struggle with researching and working through problems beyond following tutorials. I got the impression that while pair programming Morgan didn’t contribute much.
Is there anything I could do to give Morgan the boost needed to start rolling? I’m sure I could spoon feed Morgan, but it would monopolize my time when I’m already spending time with the other new starters on top of my own tasks.
I want to give Morgan a shot, but I don’t know what to do. At what point do I tell my manager about my concerns?
Things I’ve encountered:
Even all these issues in aggregate would be fine with me, but the continual resemblance and behavior of a stunned mullet isn’t encouraging. After being told to research a concept, Morgan must be told the specific Google query to type in.
Thanks, and apologies for the essay!
Listener Confused Cat asks,
I spent just over four years on a team where technical growth was lacking. Recently, I transitioned to a new team within the same company, and I’m enjoying the atmosphere, the team dynamics, and the opportunity to engage in more challenging software development tasks. Fortunately, my motivation is beginning to resurface.
However, I’ve noticed that my technical skills have become somewhat rusty. While I can still deliver systems and features, I feel like I’m falling behind compared to some of my peers. This self-awareness is causing me to doubt myself, despite receiving no negative feedback from my current team or supervisor. It’s not just imposter syndrome; I genuinely feel the need to upskill.
How can I navigate this situation effectively? What strategies would you suggest for advancing my skills while holding a senior position and preventing feelings of inadequacy from affecting my performance?
Episode 109: Critical Junior Dev and Introducing New Tools
(Rerun) Episode 35: Attracting Talent and Quitting Responsibly
Episode 108: An Insecure Teammate and Disclosing Past Ratings
(Rerun) Episode 40: Office Visibility and New Tech
Episode 107: Silence After Interviews and Newsletter Politics
Episode 106: Working From Home Without Rotting and Meetup Etiquette
Episode 105: Interviewing for Management and Annoying Noises
Episode 104: Interviews With VPs and Hiring a Tester
Episode 103: Team Dynamics and Bad Code
Episode 102: Correcting English and Tyranny of the Urgent
Episode 101: Style In Code Reviews and How To Thank My Manager
Episode 99: Developer Health and Whiteboard Interviews
Episode 98 (Rerun of Episode 57): Disliking Management and Difficult Co-workers
Episode 97: A Quiet Intern and Hearts and Guts
Episode 96: Teaching Burden and Unknown Unknowns
Episode 95: Paying For Help and Scared of Recruiters
Episode 94: Dodging Recommendations and Full Sleeve Tattoos
Episode 93: Negotiating Annual Raises and Part-Time Work
Episode 92: Career Death by Friction and New Job Woes
Episode 91: Job Requirements and Teams of Misfits
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