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0 pointsroughly3y ago0 comments

Broadly I agree with this, with the caveat that, especially as a junior developer/new grad, it can be both really difficult to spot that a workspace is toxic and really damaging to work in one over time.

As far into my career as I am at this point, I've both a finely honed radar and zero tolerance for toxic bullshit, but as a new developer, it's a whole lot harder to have both the self-confidence and self-awareness to recognize that the reception you're getting isn't because you're an unqualified idiot, it's because Sr. Developer Jim's dad was an asshole and Engineering Manager Bob doesn't know how to or have the confidence in his role to rein in his Sr. Developer from berating the new grad for things that new grads do until emotionally balanced mentors teach them not to. I have good friends who've spent a lot of time in therapy undoing what toxic workplaces did during vulnerable years.

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4 comments · 2 top-level

hef198983y ago· 2 in thread

Being a junior without prior experience at a shitty company is a enormous risk. Being a senior means you can judge the shittyness, as junior this first experience will influence you for a good part of your future career, be it for the better or worse.

My advice, look for some decent, experienced people in any job you have, but even more so in your first. Build a trustfull relationship with at least one of those folks and get as much advice, mentoring and context out of them as possible.

roughlyOP3y ago

Yes, absolutely agree - I was considering updating with something similar. Finding a mentor, either within or outside the company, who’s opinions you trust and who can say “no, you’re not reading that situation wrong, Jim’s behaving badly” or “yes, your instincts are correct, this is the right way to do this,” or even “yes, Bob’s incompetent, but in this case, he’s right, because of this” is absolutely invaluable. It’s invaluable for anyone, but especially in that situation, it can make the difference between a learning opportunity and a trauma.

whstl3y ago

Agree. I would add that someone like this is important even for more senior, and even leadership positions, all the way up to C-Level. Whoever had a brush with a report or a peer that behaved badly knows that sometimes you need a second opinion not to be biased and to not take it personally.

The one thing you don't want to do is to talk about these things with a report or with a co-worker, and I've seen too many managers making this mistake with me.

msrenee3y ago

Yep. Wouldn't trade the self-confidence and lack of tolerance for BS I developed from working for a psycho for much. I just wish it hadn't taken therapy and antidepressants to get back to a place where I could be comfortable in myself and my abilities again.

I could be getting paid more, but my current workplace has only a couple completely worthless human beings. The supervisor knows who they are and what they're like and steps right in if there's a conflict. That's worth at least an extra $20k/year in my book. For my part, I try to advocate for less-established coworkers who are getting hit with the same crap I did from those individuals. Keeps the couple jerks from running off potential talent who will make my job more pleasant in the long run.

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