“ If someone says the refactoring culture doesn't exist, challenge them to start doing it”
Spot on. I’ve been in the same boat, hearing a lot of complaints. I even offered to give them time, “if you open a detailed tickets, you can put them in the sprints and save 2-3 days for them”. When that didn’t happen, I knew they just enjoyed complaining…
Yes! Unfortunately, it happens a lot. And those people complain about everything, including others. I see that it can create harm to the team mood, what is your approach in those cases?
What worked best is asking other team members what they think about it, and then sharing it. In the most recent example, I was on a vacation for a few weeks, and one of my developers was left in charge. When I got back, I asked her for feedback about each person, and she shared how hard it was with the 'complainer', as it really affected the whole team in a pessimistic mode.
I asked her if she's willing to the the complainer that feedback herself and she didn't agree, but she agreed to let me convey it.
So when I talked with the complainer, sharing that the behaviour really affects other team members, there was a lot of surprise. He immeditalely went to talk with her about it, and afterwards it improved by a lot :)
“ If someone says the refactoring culture doesn't exist, challenge them to start doing it”
Spot on. I’ve been in the same boat, hearing a lot of complaints. I even offered to give them time, “if you open a detailed tickets, you can put them in the sprints and save 2-3 days for them”. When that didn’t happen, I knew they just enjoyed complaining…
Yes! Unfortunately, it happens a lot. And those people complain about everything, including others. I see that it can create harm to the team mood, what is your approach in those cases?
What worked best is asking other team members what they think about it, and then sharing it. In the most recent example, I was on a vacation for a few weeks, and one of my developers was left in charge. When I got back, I asked her for feedback about each person, and she shared how hard it was with the 'complainer', as it really affected the whole team in a pessimistic mode.
I asked her if she's willing to the the complainer that feedback herself and she didn't agree, but she agreed to let me convey it.
So when I talked with the complainer, sharing that the behaviour really affects other team members, there was a lot of surprise. He immeditalely went to talk with her about it, and afterwards it improved by a lot :)