@Crunkle_Foreskin I will point again to my 1.1 bullet. Try to show (eventually) you are not just a junior anymore. In such a way it won't look bad to the senior developer(s). Hearing your story, I don't really think you are junior or mid at all.
I hear a lot of passion in the profession from you.
@Crunkle_Foreskin I first thought US actually, since they also have a cultural hierarchy. I never worked in the UK, but maybe this same kind of hierarchy exists in UK workforce as well?
Anyway, I'm from The Netherlands. And often the Dutch are very direct. Ask direct questions. Speak-up. Etc. Of course it also depends on the person, people who are very shy quickly remain silent.
I understand you are also afraid to lose your job if you are still in your probation period.
@Crunkle_Foreskin yea I notice this behavior very well. It's not placement. In fact, very frustrating.
Maybe he is very busy, and doing all kind of stuff as the same time. Causing to lose focus and patience.
Some chit-chat might work.. You also can just ask him DIRECTLY: Do you want to share something with me? (maybe there are other things going on? Maybe even not work related).. Or: Why don't you think my concerns are invalid? And/or: Should I change my communication with you?..
@Crunkle_Foreskin
(4/4)
Finally, depending on your personality and his personality this might be an endless battle. Since you can't change personalities.
However, I hope everything will eventually settle a bit. And you can find a middle ground.
It also depends on the company (low and high) management and the corporate culture, whether speaking-up is embraced or not. Or whether there are meeting about improvements and retrospectives.
Then next you really want to involve more people at this stage, ideally 4 or 5 team members should be on-board in order to brainstorm together.
Most importantly, try to not push your changes, this person seems a bit unable to cope with change (I hope he is not too old :P?). Another approach is "pull management"; try to make him curious about the topics, be positive and praise others where applicable, focus on the strengths of the developers, support each other.
@zimno maybe you should try to use Trezor hw wallet?
@m0bi @wolnyinternet you know. Any software can fail by often changing just one character in the source code or config file.
@SrMono owh noooooooo. This is actually bad for your privacy. Just saying.
@ClassyHatter @skitazd I also contribute to Linux mint sometimes. So it's also Dutch.
@cypherpunks@lemmy.ml @melroy@kbin.melroy.org @badwetter@kbin.melroy.org I don't see broken links? Which links are broken, sorry?
Link to release: https://github.com/MbinOrg/mbin/releases/tag/v1.8.0
@jon@vivaldi.net I use #Floorp now (Fork of Firefox).
@BentiGorlich@wehavecookies.social also the url seems to go to the image, rather than the post 🤨.
Anyway. Bonne soirée.
@BentiGorlich r/place on activity pub https://en.m.wikipedia.org/wiki/R/place
@BentiGorlich we really should implement this in activitypub
@Crunkle_Foreskin Sorry you said you are remote... Plan a INFORM meeting with him. Call it 'coffee meeting' or something. He will get it ;).
@Crunkle_Foreskin Thanks for following me. I also have a kbin account btw.
https://kbin.melroy.org/u/melroy (@melroy@kbin.melroy.org), if you wish to follow me as well on kbin. Sorry I replied from Mastodon. I'm also a developer of kbin.
@Crunkle_Foreskin I will point again to my 1.1 bullet. Try to show (eventually) you are not just a junior anymore. In such a way it won't look bad to the senior developer(s). Hearing your story, I don't really think you are junior or mid at all.
I hear a lot of passion in the profession from you.
@MNByChoice @Crunkle_Foreskin I fully agree, but the thing is.. In each company you might encounter such a developer at least once.. :)
@Crunkle_Foreskin can I ask how big the company is? Is it like 50 employees..? Or 150? Or 15000?
@Crunkle_Foreskin I first thought US actually, since they also have a cultural hierarchy. I never worked in the UK, but maybe this same kind of hierarchy exists in UK workforce as well?
Anyway, I'm from The Netherlands. And often the Dutch are very direct. Ask direct questions. Speak-up. Etc. Of course it also depends on the person, people who are very shy quickly remain silent.
I understand you are also afraid to lose your job if you are still in your probation period.
@Crunkle_Foreskin yea I notice this behavior very well. It's not placement. In fact, very frustrating.
Maybe he is very busy, and doing all kind of stuff as the same time. Causing to lose focus and patience.
Some chit-chat might work.. You also can just ask him DIRECTLY: Do you want to share something with me? (maybe there are other things going on? Maybe even not work related).. Or: Why don't you think my concerns are invalid? And/or: Should I change my communication with you?..
@grmpyprogrammer @Crunkle_Foreskin I think "this is called senior dev" is unwilling, maybe not the lead developer per se.
@Crunkle_Foreskin
(4/4)
Finally, depending on your personality and his personality this might be an endless battle. Since you can't change personalities.
However, I hope everything will eventually settle a bit. And you can find a middle ground.
It also depends on the company (low and high) management and the corporate culture, whether speaking-up is embraced or not. Or whether there are meeting about improvements and retrospectives.
@Crunkle_Foreskin
(3/4)
Then next you really want to involve more people at this stage, ideally 4 or 5 team members should be on-board in order to brainstorm together.
Most importantly, try to not push your changes, this person seems a bit unable to cope with change (I hope he is not too old :P?). Another approach is "pull management"; try to make him curious about the topics, be positive and praise others where applicable, focus on the strengths of the developers, support each other.