There are consequences to his behavior. For one thing, (assuming he as an at-will employee and your live in an at-will area) there is nothing stopping your company from cutting string with this person immediately. From the sound of things, he is in sabotage mode so it would be in your company's best interest to mitigate that and send him on his way. That ...
I have seen highly effective teams full of junior developers and disastrous teams full of senior developers.
Rather than focusing on seniority and experience, I recommend:
Hiring highly collaborative people
Looking for a good mix of personality types (starters, completer-finishers, etc.)
Hiring people with good leadership skills - willing to step up and ...
Group Discussions Don't Replace One-on-One Communications
While there's a place for more leadership involvement, I certainly wouldn't replace one-on-ones with larger meetings. Especially in IT, this can be counter-productive for a number of reasons such as:
IT often attracts introverts, who may not do well in larger meetings.
Company leadership is often (...
Does it make sense to hire a product owner from outside the company? If I do what skills should they have?
Maybe. A better question is whether someone from inside the company or outside the company will have a better vision for a given product. I've personally been successful as an outside Product Owner, and have seen inside Product Owners both ...
The loss or malfeasance of key personnel is always a project risk. You can often mitigate such risks through technical or administrative controls, separation of duties, and cross-training, but the risk level will never be zero.
Once a risk is actualized, preventative controls are rarely practical. Instead, you will need to trigger (or create) ...
I have no academic backing on what I am going to write as my answer here but am drawing on my experience plus my own predicted reaction if I were a subordinate meeting with my boss and his/her boss.
I can only imagine that the discussion would be a complete waste of time because the politics of such a dynamic would require all three of us to be on our most ...
EI and conflict management goes hand in hand.
EI will be useful in all areas -
Negotiations with client during inconvenient situations
Motivation to resources who may not be happy with
their role/responsibilities or senior management
Conflict between team members
Your team member may not be happy with you as well, you dont have to
take it personally and ...
There are three key things that a PO should have to be successful: Authority, Time, and Knowledge. So, to your point, without having domain knowledge, the Product Owner's job becomes very difficult.
I've worked with some very good Product Owners who are great at connecting to people with the knowledge and asking the right questions. This can bridge the ...
TL;DR: Probably not, unless they bring some key expertise you did not already have in your company.
It depends, most product owners I have seen on teams are what I would call a proxy product owner. Translating business needs into stories and helping stakeholder prioritise between them. Shielding the team while understanding what technical debt means, and ...
Your job as a Product Owner (PO) or Project Manager (PM) is not to have all the answers. Your job is to have a vision, and to communicate options to stakeholders and business decision-makers.
Analysis and Solutions
What if somebody is asking a salary increase? if I keep him, I have higher costs. Hence probably my budget will blow up. I can try to ...
There are a few really hard problems to solve that relate to programmers in the workplace. In my opinion, it's your job as part of management to solve some or all of them. If you are doing so, you could say you are indirectly responsible for the efficiency of the programmers, overall. You may also take account of a few things compared to other companies, ...
In my organization many PMs get very little say in Human Resources decisions for their projects. The functional manager says who they can spare that fits the criteria and that is who the project manager gets. This said I don't think there is anyone who doubts our PMs are in fact PMs. I think the same holds true for costs. If you are managing projects you ...
TL;DR you aren't selling the right thing
Is there a way I can prove, on paper at least, that we need to have more resources?
It doesn't look like your goal is to prove anything. Even if it was, it would be rather pointless: in most cases a person who you have proven a point to won't like you after that.
You aren't going to get more resource by proving ...
No, it can't. In the RACI format, the Accountable person is the one ultimately answerable for the correct completion of the task.
It is also the one who delegates the work to those marked as "Responsible".
As such, there has to be only one accountable specified.
Don't Perform Bad Science
The fields of computer science and project management currently have no models that can accurately predict software errors. There are various theories and models, but none of them will provide you with guaranteed results. See cyclomatic complexity as just one example where there is disagreement about the measure's correlation to ...
Wow, huge question!
Let's talk about:
Capabilities: Personal skills and knowledge
Talent: How much effort is necessary to be good at something?
Potential: The end of development within a specific domain
To identify the next good PM you need to:
Identify the required capabilities within your company. I would prioritise leadership and communications like ...
Here are some simple practices I use:
ask questions, don't point out problems. "Hm, what will happen if X and Y, tho?" rather than "Yeah, but if X and Y, it will all come crashing down."
use the first person plural, not the second person. "What if we", not "What if you".
get into the fairly-frequent habit of asking "ok, what are the possible pros and cons ...
Here's the problem for organizations and predicting future job success:
What are the attributes and work behaviors consistent with a particular job role's success?
How do you observe or test for those attributes and work behaviors that produce both RELIABLE and VALID results, minimizing biases?
How do you pay for this?
For a job role, if you try to do ...
It sounds like your company understands the need for project and operations excellence as it relates to what they manufacture but seems to have a blind spot for other non-core projects. As we all know, change occurs with the right sponsor. You were silent as to who politely ignored you but, if there are higher ranking people above, you need to talk with ...
David Espina's answer covers most of what I wanted to say. I just wanted to add:
Keep a paper trail.
You not that you're afraid that the project's failure will ham you. So, whenever you bring these concerns to someone, document it.
When asked 'why did you fail your project?', the following:
"On Oct 5th, 2017, I went to John Doe and informed him that if ...
Generally speaking, there is always something for people to do. They can help a colleague with their tasks, learn a new trick, write some documentation, clean up some code, talk with some other team, prepare a presentation on some useful topic, get people coffee, talk to a product owner or stakeholder about goals, learn about some existing piece of product, ...
TL;DR: Sure, where else would you hire one?
Does it make sense to hire a product owner from outside the company?
Sure, why not. You hire all your other staff from outside the company, product owners don't grow on magical trees in the basement. It's a job just like Scrum Master or Member of the Development Team. You need one, you hire one.
If I do ...
Let's simplify your question down. Feature A is expected to cost $X to deliver and in reality costs $1.2X to deliver. This can be because of a raise, inflation, change in needs, or a ton of other reasons.
Let's assume for a moment that quality is a constant and you can't just release shoddy work to meet your deadlines. You mentioned the traditional iron ...
Successful leaders measure project outcomes rather than individual productivity. Measuring individual productivity is generally an anti-pattern that obfuscates deeper structural problems.
Do you have too many bugs? Turn your teams loose on reducing the amount of bugs released into production. Are bugs taking too long to fix? Get your developers and ...
Only #4 has any validity of the four reasons you posted.
The PM is accountable for the success for the project and, therefore, should have either decision making responsibility or at least a lot of influence on the decisions about who joins the team. That said, a PM would be best served to understand how to get the most of the employees he is assigned.
If you truly need resources, whether it is human, financial, space, tools, etc, you will experience capability degradation. That degradation will cause some unfavorable result such as quality, time, morale, employee turnover, and costs. So the proof is embedded in your operations and / or project performance metrics. You should be able to show special ...
You can't predict software errors, the same way you can't predict car accidents.
As programmers gain experience they learn from their previous mistakes, but make more sophisticated errors.
Number of changes per file
Not a good indicator of anything. The changes could be from additions or bugs, typos or logic errors.
What is a file? ...
It may or may not be valid to assume the developers on Project 2 are not skilled. You would need to gauge their performance across multiple projects before you could come to a reasonable conclusion as to their skill level.
Perhaps with regards to Project 2, it does not matter who is working on it. Perhaps the project is so complex that, as you say, anyone ...
Please try to reconsider your strategy for increasing productivity, measuring time spent in front of the computer will increase exactly that - time spent in front of computer. However studies has proven that it is really harmful from health perspective (in Hungary labor law mandates that everybody must take a 10 minutes break each hour that must not be spent ...
My recommendation is to:
Think about Theory X and Theory Y, see http://en.m.wikipedia.org/wiki/Theory_X_and_Theory_Y
Define the term productivity for yourself
Re-think about introducing such a system
Try to find the necessary SW using Google or some HR pages. I think you'll have much better chances finding something appropriate than on a PM page.
Did you ...