Inspiration struck the other day when Jeff Atwood posted an interesting article on his blog. "Dealing With Bad Apples" talks about how single members of a programming team can be difficult, often working against the rest of the team.
Atwood quotes Robert Miesen:
I was part of a team writing an web-based job application and screeningJeff then goes on to suggest that perhaps the problem here is a "bad apple" - a team member that is doing more harm than good in a team. He's probably right, but I have a slightly different angle.
system (a job kiosk the customer called it) and my team and our
customer signed on to implementing this job kiosk using Windows,
Apache, PHP5, and the ZendFramework -- everyone except one of our team
members, who I will refer to as "Joe". Joe kept advocating the use of
the customer made it quite clear that he expected the vast majority of
the job kiosk to be implemented using a server-side technology and all
the validation should be done using server-side technology.
The fact that the customer signed off on this, however, did nothing
project hit a bump in the road, Joe would go off on some tirade on how
much easier our lives would be if we were only writing this job kiosk
bother to learn the technologies we were actually using, and, whenever
fellow teammates would try and gently bring him back into the fold
(usually via email), Joe would just flame the poor guy. At the height
that the team would have been better off if he had just quit (or was
reassigned or fired.)
Perhaps the real problem here is poor team leadership / management? Without meeting "Joe" personally, I cannot make any accurate assessment of the situation, but it seems to me that perhaps Joe feels undervalued in his team? I say this because i recognize that behavior pattern - in myself.
So, further to Atwood's list of warning signs for detecting "bad apples", I have a list of actions team leaders could consider taking when dealing with a so-called "bad apple":
- Listen to them. Most geeks (I use the term with all possible affection) are reasonable people. If a team member is repeating themselves, perhaps they feel that their point was never seriously considered in the first place? I can't count the number of times I've made contributions in meetings that were ignored, only to hear (usually six weeks later) "hey, we should have done X, what a pity it's too late now...". It always seems petty to point out that I suggested X from the start. Bear with me here - I'm certainly not suggesting that I'm always right - far from it; my point is that you ignore contributions from your team members at your own risk!
Finally, I'm not suggesting that team leaders always act on suggestions from their team members, but listening is a good start.
- Once you start listening to bad apples, you may find that some of your team members have strengths you didn't expect. Can you use these strengths in the future? This depends a lot on your business model and workload. From my own experience I can understand that programming code that doesn't interest you week in - week out can be incredibly draining. Perhaps bad-apples can be encouraged to pull together with the team?
- Finally - I don't know what the IT job market is like where Jeff lives, but you can't fire programmers and expect to get a replacement any time soon. Jeff writes:
You should never be afraid to remove -- or even fire -- people who do not have the best interests of the team at heart. You can develop skill, but you can't develop a positive attitude.
I say "bollocks" to that - it's incredibly expensive to fire and replace someone. Not only is there the cost of looking for, and hiring someone new, but there's the training overhead, and there's no guarantee that you can find someone with the appropriate skill set any time soon. From where I'm sitting it looks like we have to wait around 6-8 weeks between looking for, and hiring a new programmer. That's almost two months of productivity down the drain! Suggesting that you can't develop a positive attitude in your team-members is incredibly negative and close-minded. I'm certainly glad I'm not on a team with a leader like that!
That said and done, I do hope that the current skill shortage in this country develops a greater appreciation of the worker. I suspect that most companies vastly underestimate the value of their skilled (and unskilled) workers.
Next time you have a problem with someone, consider the massive cost of replacing them, and - more importantly - consider the huge amounts of good work they've done, before you concentrate on the bad.