Ykhjuy

Since august, I have a software programmer at my charge and I became the project leader of my area.

She went well with learning things about our area, configuring some tasks, but ever since I started to ask her more complex things (to be specific, complex in the sense, understand sql functions and how the back end of a application works) is when my problems got started

First of all, I think she underestimates the complexity of the tasks, then I believe she becames secure and stretchs her schedule doing the bare minimum till I ask her how she goes; for example she does not implement her changes in the development enviroment, she just goes "I'm just testing things here in my sql session" like some querys on the fly without testing the project as a whole (I assured her that she can do and test whatever she wants in development enviroment)

Wednesdays are the days that new releases are made, so I told her days ago check with time her development with the entire project, not just use the monday and tuesday to adjust things. Today friday she implemented her changes and of course, in development environment everything crashed

This is not the first time she went like this. My specific question is, with that personality should I implement with her a sort of specific scrum for her? we use waterfall because our projects are small; I'm thinking about sitting with her 15 minutes a day to ask her about her progress.

This is not what we use to do, we normally just set deadlines and set a Gantt diagram, I'm not saying every other developer is perfect but her case is very isolated, she only had that task and previously I rest assured that she understood how the project works and I tried to respond her questions as clear as possible

A simple solution is:

• Every day at 10am and 4pm,




• Review her work for ten minutes

Within two days either

• She will get off her ass and start working or




• You can let her go.

(The good news is in today's market any programmer, even a crap one, can get a new job in five minutes, so you never need to do any soul searching about terminating a contract or salary programmer.)

The "10/4" plan above is the only, repeat only, method to make slack programmers work.