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Why Developers Get Fired
jammag writes "Other coders get canned — but never you, right? From a developer who's now a manager (and who admits to being fired himself) comes the inside story on how the Big Ax might sneak up on you. To prevent it, he recommends some strategic bragging, keeping a CYA (Cover Your ...) folder to document your efforts, and making sure that your talent isn't frittered away so much that even your most mediocre colleagues look good. "
However, some people truly have their heads buried in the sand (or their code).
Yes, imagine the shock and horror that you would see on people's faces if I spent my time doing what I'm getting paid to do: develop code. Yes, I'm young. No, I've never been fired but I've been "hired then unhired" out of college because of a poor job environment in the locale of my origin. No matter, plenty of jobs were out there for me.
Spiegel claims he's fired people. I wonder how he would have chosen people if he saw through an employee's thinly veiled attempts to make himself look better? Or if he knew that employee spent time trying to cover his or her own ass instead of -- you know -- just get work done? These points aren't addressed in the blog.
So for those of you reading this, I will offer you an alternative to what the blog suggests. I imagine most developers (even agile developers) have a system for tracking completed requirements and also for fixing reported errors/bugs. If you spend your time chewing up those outstanding items and forget about all this near-Machiavellian bullshit manipulation Spiegel is proposing then you've got nothing to worry about. If your manager wants to fire you, just pull up the numbers if he or she hasn't already and show them. You can't fire a developer that's leading in resolutions and completed requirements. It's that simple. Skip the drama and get to work.
My work here is dung.
I got laid off in 2002 specifically because I was vocal and did my best to try and make for a better work environment. The problem was that management was TOO political. The parent poster is 100% accurate. After that I learned, never to be vocal. Give simple opinions and never give negative feedback, or try not to do so.
Good article generally and good advice. But for a US audience.
"For those who donâ(TM)t see it coming".....here in New Zealand would earn the employer a death sentence in Employment court (well, a large settlement anyway).
NZ law states broadly 2 key points: That there is a relationship of good faith between employer and employee, and that both parties act in a fair way.
examples from both sides:
For the employer:
- Theft by an employee is grounds is grounds for instant dismissal
- A drop in income that requires a restructuring process when some employees might be shed.
For the employee:
- A drop of productivity can be due to various reasons. The employer must determine what those reason are. And instigate a prodedure policy known by both parties. The No.1 rule is "no surprises" to the employee.
- Numerous instances of Case Law indicate the employer must act to prove in a fair way they are right(they are the ones with the resources). For example , allowing one employee to arrive late but then enforce it on another first time late person would show lack of process and earn punitive penalties in employment court.
In post Patriot Act America, the library books scan you.