In defense of the developers

I want to share with habrovchanami some thoughts about organizational problems in modern IT companies. Every thought is framed as a social anti-pattern and complements the well-known Wikipedia list. .

• Bad team
• Ineffective team
• Mutual Claims System
• Frame turnover
• Lack of executive power

Description:

• Bad team . Managers are divided into 2 categories: good and bad. A bad manager always blames the developers, they always let him down in everything. A good manager always blames himself. There is a simple explanation for this - a good manager works with the team, that is, teaches the team, dismisses bad employees, soberly assesses the situation during the entire time of work on the project, so as not to bring it to a critical point. There is a simple explanation for this - a good manager usually has a share from a project.
  
  
• Inefficient team . The developer is not obliged to independently improve their professional level. No, he certainly can do it, but to demand it from everyone is stupid.
  
  Imagine you come to the first course of any university and say: “Guys, you can become great directors, actors, singers, politicians, scientists ... but only you need to: learn, improve your professional level, be weighted ... and etc. "; Will everyone become? Not! He created the conditions? Of course!
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  So the developer, he works within the framework of the created conditions, but is not required to work at the maximum. You want to increase efficiency - work with the team, work on the team, eventually dismiss ineffective employees.
  
  
• The system of mutual claims . In my opinion the main deterrent to the growth of any company. Developers think this: “What should I tear the ass for this company? She constantly deceives us and feeds us with promises. ” In turn, managers say to developers: “Until you work effectively and as expected, we will not: raise wages, improve working conditions ...”. This is a road to nowhere, since no one except you will begin to make concessions.
  
  
• Staff turnover . Any problems for themselves, the developer solves the banal dismissal. Personnel turnover is the best balancing factor, since at the new place the employees do not touch the first time, and ordinary employees get the best workflow, as they are the least tied to the current company’s feeder. You don’t have to fight with a routine, you have to deal with its generating problems
  
  
• Lack of executive power . Any complex bonus systems, processes, development methodologies introduced to solve problems will not work. And there is one simple reason for this - there is a law, there is no performer. And according to the principle of separation of powers, the laws themselves do not work, because they need a performer. And in order for the performer in his place to abide by the law, an audit (judicial power) and trade unions are needed. Auditing protects companies, and unions protect developers. I think in the West, not fools are sitting, since they have used such a scheme for a long time.

Well, okviteli in the clouds and that's enough. Back to work, forward to new challenges.

PS I would be grateful for any thoughts on this.