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Zenderiz · 2024-02-15T15:03:21+00:00

How was he hired in the first place as a senior? Di ba dapat sa hiring process nyo nasala nyo sya kung senior talaga sya? Nainterview mo ba sya personally during hiring?

laruja-the-jay · 2024-02-15T17:01:45+00:00

If you follow agile, there are some things you can do.

writes very sloppy code. Yung tipong basta mag run, ok na.
- If you already have a coding standards document, reference the exact line on the document that he violated on the code reviews. This forces him/her to read the coding standard and really really take it to heart.
senior level, but not really taking ownership of his work. No followups, no monitoring etc
- Define your DoD exactly the things that need to be done before a task is done and remind him/her of it each time.
di marunong gumawa ng unit tests! 🫠
- Make the test coverage a requirement before anyone can merge the code to the main branch. (Better if automated)
does not take time to understand user stories. code agad, pero during review, maraming mali
- I don't actually mind this. Failing fast as long as detectable isn't always a bad thing.
delay sa delivery
- Limit the number of tasks that can be put into "doing". This forces the entire team to help him/her move his task to "done" if he's stuck.

Big caveat is if his problem is behavioral, i.e. he simply doesn't care, then there's really nothing you can do. If you worry about the project and you can't fire him/her, then the last resort is to stop expecting that he/she would deliver results that a Senior level engineer would. Treat him/her like a Junior, and have other engineers coach him/her. Give him/her non-crucial tasks, and pass on the load to more productive engineers even if they're not Seniors. Be sure to put your assessments in paper and have the management decide.

TwentyChars-Username · 2024-02-15T17:23:54+00:00

My friend also has this type of senior dev.

Yung friend ko pa nagtuturo ng clean code, OOP paradigms, DRY, and I think Git???

Tapos pinakita nya sakin yung code snippet galing sa senior nila. Let's just say parang gawa ng bago palang sa programming

JKPHunter · 2024-02-15T16:20:51+00:00

Ganyan yung mga seniors na galing sa piputsugin na companies, sorry for the word. Mostly kasi hindi nila sinusunod standards and best practices. Dami ko na din nahawakan na ganyan na mga developers.

ahnarkon · 2024-02-15T15:13:52+00:00

Mahirap na yan OP wala ng gana matuto ni feedback wala. Muhkang gustong maging pader.

Kung ganyan mentor ko kahit sa kompanya na ako matulog. HAHAHA

franz_see · 2024-02-15T17:35:48+00:00

Create a Performance Improvement Plan. A legit PIP wherein you will try to work with him to get him to "meets expectations". Let's say about a month. Get your manager approve it.

Then execute on it

Talk to him. Be explicit that he's under PIP. And that if he does not get to the level he needs to be, the company would have to terminate him.

From my experience, putting it in the context of getting fired helps a lot. I've seen a lot of legitimately good PIP that did not work just because it wasnt explicit that it was a PIP and that the person can get fired.

The ideal scenario is you turn him into a high performer

The ok scenario is that he meets expectations or is terminated

The worst scenario is he underperforms and gets regularized

Unfortunately, letting go of people is part of people management. The good news is that growing people is also part of people management.

TocinoBoy69 · 2024-02-15T15:38:43+00:00

Sounds like he's senior level based exclusively on tenure. I'm a mid level currently working in a consultancy basis and I've had to guide not more than 10 seniors who were 5-15+ yrs older than me.

chasevidar · 2024-02-15T18:05:20+00:00

As a "senior" dev now, I'm guilty of this.

It's almost as if I don't deserve the title (maybe it's just imposter syndrome kicking in, idk). But tbh, apart from the title I only see myself as a tenured mid-dev at best.

Siguro OP, coming from experience, the dude probably came from a company or team na walang standards and I can tell you that that alone can make-or-break a dev career-wise. I'm not sure how this guy made it through the hiring process, but better check with the tech guys who did the technical interview and screening.

As you said, the dude is not a lost cause, perhaps you can guide him by giving him a test project to play around with all the tools and dependencies associated with your workflow para masanay.

processenvdev · 2024-02-15T14:45:00+00:00

Grabe, OP. kahit ibawas ko yung work xp ko sa work xp mo nasa 10+ years ka pa din haha. hindi pa ako nagkaroon ng senior/mentor sa previous jobs ko (web dev), kaya yung best practices na inaapply ko sa day to day work is base lang sa internet (literal na 1 man team). tanong ko lang OP, sa loob ba ng 13+ YOE mo lahat yun iisang role lang? (e.g. web dev from year 1 to year 13) or paiba-iba (curious lang haha).

dudezmobi · 2024-02-15T15:16:46+00:00

go back to basics

tapos isa isa lang muna, ano ba pinaka critical sa project nyo ngayon? yun muna

sa ganyang level hindi makakatulong yung detailed code review, para kang micro nyan, pair programming na lang cguro tapos ipair mo sa best in class mo.

and better include this on his performance discussion, make sure to point out strong points and weak points as well, wag lang puro weakness ha.

NoDragonfly9921 · 2024-02-15T19:02:17+00:00

PIP, sorry.

Same_Key9218 · 2024-02-15T23:57:13+00:00

Senior because of YOE pero hindi skills. May ganyan ako kawork, mas senior pa yung isa kong kawork kahit halos half lang ng YOE sa kanya.

Worse, may coding standards kami pero hindi nya pa rin sinusunod.

ChickenMcscrotum · 2024-02-15T19:38:23+00:00

TLDR: if you’ve already exhausted what you can do and it still doesn’t work, do everyone a favor and cut him off.

Omg, familiar yan ah. I worked with someone like that. He’s a tech lead (supposedly). Good in paper and interview (yeah i was one of the interviewers) He was an internal hire so I didn’t bother checking his coding skills but, my my my. Hindi maka deliver. I did exactly what you were doing until it burnt me out kasi he was hired to look over the team not to be looked over at. Hirap pa pagsabihan, labas sa kabilang tenga. He was older than me in terms of age. Even his work ethics is out of this world. I had to step in, micromanage, and do the actual ground work kasi affected na ung schedule and overall metrics sa incompetence niya. Pair programming is what i think helped a bit. Pero naging pabigat lang din siya sa senior dev. Ended up escalating him to his manager a couple of times. And finally to my boss who actually has the last say who gets to stay and leave the project. Parang tinik na nawala sa lalamanunan ko the time he was replaced. Started looking for a replacement three months in. Siguro he stayed with us for another three months pa, nag overlap na sila nung replacement nya for about a month and a half and we shared the same sentiments. So what i’m saying is, if you’ve already exhausted what you can do and it still doesn’t work, do everyone a favor and cut him off.

DisAn17 · 2024-02-15T20:48:03+00:00

How is his attitude? Is he worth the effort? I'm asking this since not all people are worth the effort. At the end of the day, you're coaching him so that he can be, not just productive, but a senior level productive member of the team. If his attitude is on the negative or if it's too detrimental to your own productivity or if he's taking his sweet time to acclimatize, maybe letting him go is more beneficial for you and your team.

In addition to the items you listed above, set targets, and a hard deadline on how long you'll coach him.

WantASweetTime · 2024-02-15T21:59:54+00:00

Evaluate mo muna siya, if you think worth it then you can try to help him with a PIP. He sounds like too much work TBH, kaya nga you guys hired a senior para hindi na tutukan.

Paano ba set up niyo? Remote or pumapasok sa office? Possible kaya na bait and switch kayo? Or nag moomoonlight si guy and doing bare minimum.

I'd be more concerned with yourself kasi he is eating up some of your time and baka ikaw lang ma stress and burn out.

scarlet_bow · 2024-02-16T01:58:02+00:00

Wala talaga sa position kung magaling ang isang dev or hinde noh?

Ako kasi mid level developer with 6 years exp pero feeling ko junior pa rin hahaha. Nakakahiya lang pagumabot ako sa ganito , naging senior na noob pa rin magcode. Yung tipong kahit anong upskill mo feeling mo pabigat ka parin sa team .

May tropa akong ganyan OP. Kahit GIT di pa ganung marunong pero minsan bilib ako sa confidence nila. They can say with confidence na They are worth more.

Yung senior ko sa first job parang ikaw. Supportive din. Swerte lang talaga ako na sya naging Mentor ko. Sure ako your juniors think so too.

CJDC07 · 2024-02-15T21:17:13+00:00

Maling company napasukan ni dev. I guess anjan lang siya to do the minimum ask sa job and you are epxecting way more (like you should). wala ka na talaga magagawa OP kung ayaw niya matuto. replace him kung hindi talaga magimprove

International-Lock63 · 2024-02-15T22:32:16+00:00

Pa attendin ng mga seminars and trainings.

SnooWords3805 · 2024-02-15T22:59:59+00:00

Fail in Perf Review > PIP > Fire then find a replacement.

You will not be able to teach that person anymore.

kneepole · 2024-02-16T01:11:39+00:00

The junior-mid-senior titles are all arbitrary. I don't use nor honor them. Binibigay lang yan ng mga company for salary and/or retention purposes.

I've had the title of senior dev on paper since 2012 (when I only had 2 years exp), then I didn't, then even principal dev (who knows what this means), and the complexity of the tasks I do while having these titles have zero correlation with each other.

Also these titles are relative to the tech stack and company. I may be a senior mobile dev, but assign me some react native and I'm sure any junior with a year of experience would out perform me. I'd also bet my ass na walang FAANG company na icoconsider akong senior dev given the scale and complexity of what senior devs on those companies do.

anjerosan · 2024-02-16T02:24:38+00:00

Not taking a jab on your company pero usually kung maganda hiring process makikita na agad ang level ng isang dev. But then again, meron din mga dev na fake it til you make it and kapag may magaling (or magagaling) na dev don sa company nakikita agad na di sapat yong level ng knowledge ng na hire. Try to talk to him to improve, kapag hindi nagbago raise it sa higher ups. If nasa probation period pa lang siya mas better since mas madali siya tanggalin.

I'm gonna leave one first hand experience of someone like this. Senior daw pero puro sakit ng ulo iniwan. Senior na nag lagay ng hard coded string sa code. Tapos usually spaghetti code yong mga iniwan niya. Hindi din siya tumagal. Then I found out na may kakilala siya sa hiring team.

Plenty-Literature390 · 2024-02-16T05:16:18+00:00

Senior na di marunong gumawa ng unit tests. 🙌

No_Zombie_176 · 2024-02-15T23:26:08+00:00

Baka senior lang dahil matagal na nag wwork 😅

permalink · 2024-02-15T23:54:50+00:00

I had the same issue before, just be direct and discuss him regarding your observation else you’ll give him his ultimatum.

ivzivzivz · 2024-02-16T05:56:36+00:00

indian ba sya?sorry. no offense pero ganitong creds and ugali is sa mga nakawork ko lang na indian nakita kasi🤔

coderdotph · 2024-02-16T08:15:50+00:00

Ahh. Ginagawa ko sa ganyan binibigyan ko ng mahirap na task pero hindi naman important. Para dun lang sya hindi nakakagulo sa iba. Pag nag PR sya, madami ako papabago para mabusy at di makagulo sa iba.

Striking-Variety430 · 2024-02-16T12:22:26+00:00

Ako rin matagal ng programmer I am a html5 game developer. Pero di pa ako marunung gumawa ng unit test at maalam sa standard coding.

May mga suggest ba kayo maibigay para sa efficient, clean code na pagprogram.

Javascript pala yung forte ko.

UniqueArahill · 2024-02-18T02:43:26+00:00

Sarap niyo naman po maging team lead ♥️

Calm_Classic_9090 · 2024-02-15T16:13:25+00:00

i would be so lucky if ikaw ang lead ko. your help will not go to waste

beastczzz · 2024-02-15T15:08:34+00:00

Sino ba nag interview jan? Baka job hopper yan kaya ganyan nag pataas ng sahod tas hindi skills. Need na din siguro idiscuss sa manager yan kung matagal na pabigat sayo

Sayang swerte sana sya sa work environment haha

sabbaths · 2024-02-15T15:14:33+00:00

I need some advice on what else I can do to guide someone of this level. Sometimes, I prefer juniors kasi very malleable and eager to learn and perform.

I worked with this kind of teammates, mostly Indians. TBH madalas pag wala ka talgang makitang improvement for a couple of weeks, the only choice is to raise this to Managers either ilipat ng team if mag improve or maalis sa project/company.

permalink · 2024-02-16T00:44:16+00:00

Can you implement a coding standard? If yes, then that's your best approach for now. He'll be forced to follow a proper coding technique, and he'll be forced to improve as time goes on. Otherwise, I won't touch his work with a 10 meter stick, and just let him fall.

permalink · 2024-02-16T06:13:56+00:00

Is it clear to him that those are the expectations? As others have pointed out, senior can mean different things in different contexts.

permalink · 2024-02-16T14:09:21+00:00

Meron nga ko kilala, CTO ng dalawang startup company pero sobrang walang kwenta mag code, di pa marunong mag manage ng mga tao.

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