A Divided and Disorganized Development Team
I work for a company with roughly 20 developers, maintaining collateral management systems written in .NET. Historically this company has always separated their development team in two groups - architecture/long-term projects vs patching/bug fixing developers.
I'm on the architecture team. Some members in architecture have been with the company for some time and are not held to the same deadlines/expectations as newer members like myself. Generally people in architecture have it better, and personally I'm very grateful not to be working in the "ticket machine." This creates dissatisfaction on the production team, who see us as not pulling our weight. The split is intended to make it easier to introduce new technologies while not delaying time sensitive projects in production.
The production team is servicing our clients directly with fixes and short-term projects. Their efforts and purpose are more transparent to the management staff, and are generally favored.
Some have argued this structure breeds isolation and lack of communication. Personally I know that my team needs more accountability for everyone who commits code into our repository, regardless of seniority.
I'm wondering if anyone has worked in a similar structure and if they have any advice for evolving this.
team team-building
asked 53 mins ago
ShameWareShameWare
404145
add a comment |
I work for a company with roughly 20 developers, maintaining collateral management systems written in .NET. Historically this company has always separated their development team in two groups - architecture/long-term projects vs patching/bug fixing developers.
I'm on the architecture team. Some members in architecture have been with the company for some time and are not held to the same deadlines/expectations as newer members like myself. Generally people in architecture have it better, and personally I'm very grateful not to be working in the "ticket machine." This creates dissatisfaction on the production team, who see us as not pulling our weight. The split is intended to make it easier to introduce new technologies while not delaying time sensitive projects in production.
The production team is servicing our clients directly with fixes and short-term projects. Their efforts and purpose are more transparent to the management staff, and are generally favored.
Some have argued this structure breeds isolation and lack of communication. Personally I know that my team needs more accountability for everyone who commits code into our repository, regardless of seniority.
I'm wondering if anyone has worked in a similar structure and if they have any advice for evolving this.
team team-building
asked 53 mins ago
ShameWareShameWare
404145
who is doing the complaining?
– user1666620
7 mins ago
add a comment |
I work for a company with roughly 20 developers, maintaining collateral management systems written in .NET. Historically this company has always separated their development team in two groups - architecture/long-term projects vs patching/bug fixing developers.
I'm on the architecture team. Some members in architecture have been with the company for some time and are not held to the same deadlines/expectations as newer members like myself. Generally people in architecture have it better, and personally I'm very grateful not to be working in the "ticket machine." This creates dissatisfaction on the production team, who see us as not pulling our weight. The split is intended to make it easier to introduce new technologies while not delaying time sensitive projects in production.
The production team is servicing our clients directly with fixes and short-term projects. Their efforts and purpose are more transparent to the management staff, and are generally favored.
Some have argued this structure breeds isolation and lack of communication. Personally I know that my team needs more accountability for everyone who commits code into our repository, regardless of seniority.
I'm wondering if anyone has worked in a similar structure and if they have any advice for evolving this.
team team-building
asked 53 mins ago
ShameWareShameWare
404145
I work for a company with roughly 20 developers, maintaining collateral management systems written in .NET. Historically this company has always separated their development team in two groups - architecture/long-term projects vs patching/bug fixing developers.
I'm on the architecture team. Some members in architecture have been with the company for some time and are not held to the same deadlines/expectations as newer members like myself. Generally people in architecture have it better, and personally I'm very grateful not to be working in the "ticket machine." This creates dissatisfaction on the production team, who see us as not pulling our weight. The split is intended to make it easier to introduce new technologies while not delaying time sensitive projects in production.
The production team is servicing our clients directly with fixes and short-term projects. Their efforts and purpose are more transparent to the management staff, and are generally favored.
Some have argued this structure breeds isolation and lack of communication. Personally I know that my team needs more accountability for everyone who commits code into our repository, regardless of seniority.
I'm wondering if anyone has worked in a similar structure and if they have any advice for evolving this.
team team-building
team team-building
asked 53 mins ago
ShameWareShameWare
404145
asked 53 mins ago
ShameWareShameWare
404145
edited 29 mins ago
ShameWare
asked 53 mins ago
ShameWareShameWare
404145
asked 53 mins ago
ShameWareShameWare
404145
asked 53 mins ago
ShameWareShameWare
404145
404145
who is doing the complaining?
– user1666620
7 mins ago
add a comment |
who is doing the complaining?
– user1666620
7 mins ago
who is doing the complaining?
– user1666620
7 mins ago
who is doing the complaining?
– user1666620
7 mins ago
add a comment |
1 Answer
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If it's just some disgruntled peers in the production team complaining, tell them that you don't report to them and that they should concentrate on doing their own work. Alternatively, tell them "oh yeah, I'll bring it up with my team" and forget about it.
If it's management complaining, work with them to address their concerns. Just remember that decisions come down to money - if there is a financial benefit to make a change then it will happen, otherwise it probably won't.
At the end of the day, so long as management are happy then it doesn't matter what other teams think. You're there to collect a paycheck, not to make people you don't report to happy.
answered 6 mins ago
user1666620user1666620
11.7k103640
add a comment |
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1 Answer
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1 Answer
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active
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votes
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oldest
votes
If it's just some disgruntled peers in the production team complaining, tell them that you don't report to them and that they should concentrate on doing their own work. Alternatively, tell them "oh yeah, I'll bring it up with my team" and forget about it.
If it's management complaining, work with them to address their concerns. Just remember that decisions come down to money - if there is a financial benefit to make a change then it will happen, otherwise it probably won't.
At the end of the day, so long as management are happy then it doesn't matter what other teams think. You're there to collect a paycheck, not to make people you don't report to happy.
answered 6 mins ago
user1666620user1666620
11.7k103640
add a comment |
If it's just some disgruntled peers in the production team complaining, tell them that you don't report to them and that they should concentrate on doing their own work. Alternatively, tell them "oh yeah, I'll bring it up with my team" and forget about it.
If it's management complaining, work with them to address their concerns. Just remember that decisions come down to money - if there is a financial benefit to make a change then it will happen, otherwise it probably won't.
At the end of the day, so long as management are happy then it doesn't matter what other teams think. You're there to collect a paycheck, not to make people you don't report to happy.
answered 6 mins ago
user1666620user1666620
11.7k103640
add a comment |
If it's just some disgruntled peers in the production team complaining, tell them that you don't report to them and that they should concentrate on doing their own work. Alternatively, tell them "oh yeah, I'll bring it up with my team" and forget about it.
If it's management complaining, work with them to address their concerns. Just remember that decisions come down to money - if there is a financial benefit to make a change then it will happen, otherwise it probably won't.
At the end of the day, so long as management are happy then it doesn't matter what other teams think. You're there to collect a paycheck, not to make people you don't report to happy.
answered 6 mins ago
user1666620user1666620
11.7k103640
If it's just some disgruntled peers in the production team complaining, tell them that you don't report to them and that they should concentrate on doing their own work. Alternatively, tell them "oh yeah, I'll bring it up with my team" and forget about it.
If it's management complaining, work with them to address their concerns. Just remember that decisions come down to money - if there is a financial benefit to make a change then it will happen, otherwise it probably won't.
At the end of the day, so long as management are happy then it doesn't matter what other teams think. You're there to collect a paycheck, not to make people you don't report to happy.
answered 6 mins ago
user1666620user1666620
11.7k103640
edited 1 min ago
answered 6 mins ago
user1666620user1666620
11.7k103640
answered 6 mins ago
user1666620user1666620
11.7k103640
answered 6 mins ago
user1666620user1666620
11.7k103640
11.7k103640
add a comment |
add a comment |
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who is doing the complaining?
– user1666620
7 mins ago