SolarMech

"we need more resources" is bounded by the rate at which you can incorporate new teams members without absolutely destroying your productivity, or having a bunch of untrained fools running around breaking things (of course the later is standard at many places already, so I guess it doesn't always matter).

The right answer is usually : "No". Or at least "Prioritize". Or "This is what we need to get it done" at which point they might start to get software takes time to make decently, and they don't want software that doesn't work decently in the first place.

We need a new paradigm for social media. And no, I'm not satisfied with Lemmy either (privacy issues).

Never touched it? A website? What about updating frameworks for security issues?

The closest I got to this kind of job., is the closest I got to running away. I'm much happier elsewhere now.

This, to a point.

Other things help :

• Unit test to help catch regressions. If you are confident in your test catching a good portion of bugs from refactoring, at least you feel confident refactoring. Worst case, at least you ensured your code is testable. There is nothing worse than refactoring untestable code.
• Self-documenting code and when it fails to self-document, comments or refer to a wiki page.

Which distro?

If a TODO passes code review, more than one person fucked up.

1. Those apps are simple
2. Those apps target a wide audience, hence have more budget as a result
3. Those apps are made by large, well oiled (you'd hope at least) companies. You don't want my honest opinion on most small software development boxes. This industry grew faster than mentors became available for the newbies, so many devs including seniors still don't know what they are doing.

Those are really stupid managers.

If you don't have docs it's a tough competition between having your more knowledgeable devs re-explaining what they know X times to X new hires, or letting new devs figure it out on their own which is both costly in terms of their time and more importantly, risky as hell.

Bad managers love risk though. Since it usually is a choice between speed now and risk later, it only blows up in your face later, and quite spectacularly, and everyone looks like heroes while they are putting fires out on overtime.

That said good managers probably don't tolerate that shit from bad managers under them and can sniff out a firefighter culture pretty quick.

I guess what I meant to say was, managers that value doc do exist. If they really do, they'll let you know.

That is different than for layoffs, which generally is less about rooting out toxic people and more about lowering costs. And people know it usually.

That said, anyone causing trouble for management or viewed as not pulling their weight will be the first on the list since management won't have to justify firing them.

Expect this from corporate and political types alike.