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    This is a nice blog post but dear god the dark pattern on this page when you scroll to the bottom is extremely annoying. They really want you to sign up to their mailing list.

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      “How to make other developers hate reading your blog”

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      I agreed with most of the article, but there was one point where I thought that the author substituted what they wish would happen from what actually happens:

      For greedy developers, such strategies might produce short-term visibility. But in the long run, they will be alienated. Other team members will evolve their communication to highlight their contributions better.

      I don’t know that that happens in real companies. All too often I’ve seen “greedy” developers take full credit for something that they only made a partial contribution to, and the consequences, for them, were entirely positive. They got the “attaboy” from management. They got the next high-visibility technical assignment. Then they got the promotion to senior engineer/principal engineer/software architect/etc. Yes, the rest of the team was alienated, but does the greedy developer care? No, they’ve got their promotion, they’re seen as a super-star, they can either take an internal transfer or jump ship to another company where either they repeat the same shenanigans, or they settle down and coast, riding their reputation of “the person who saved project X” for a good long time.

      I don’t even fault the “greedy” developer for behaving in this manner. Management, especially once you get to the point where you’re treating entire teams as indivisible units, has a highly abstracted view of what’s going on. The right e-mail, the right face-to-face conversation, the right mention in a presentation to the department head or CTO, can mean the difference between people in the promotion board asking harsh questions and saying, “Oh yeah, of course he deserves the promotion, he was all over project X.” In a situation like this, merely being competent at your job is table stakes. You have to do something above and beyond to stand out. In that kind of an environment, is it any surprise when people occasionally go too far and take credit for things that they ought not to?

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        Oh, my team mate hits all the “lack of focus” beats. It drives me insane. I’ll point to this article during my next talk with our manager and see if there’s any will to do something about it.