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The intern again. FUUUUUUUUUUUUUCK!!!!!!!!!!!

She's now done the Laravel course my manager bought her, so now she feels she's ready to tackle a real world project. Hahahaha.

Okay, I have a project set up: Replicate a simple existing website that only has a basic header, some picture thumbnails and a footer element using Laravel. I've already installed Statamic and everything she needs as dev dependencies and made a step-by-step README.md file for her to get the site running locally on her machine. I told her to replicate the home page HTML.

She didn't read the readme file after I've told her multiple times in the past to do so. She tries to run the Laravel application without running composer update and all the other commands I listed in the readme file, and doesn't read the fucking console errors she's getting. She cloned the project into another Laravel project and her files are a fucking mess.

I am sick and fucking tired of telling my manager that she is not suited for this industry, she's just costing the company money and wasting my fucking time. I have been unable to focus for the past month and a half because of her.

She can't even fucking Google the console errors she's getting, just hopping on MS Teams asking me to help without even trying to solve it on her own.

I want to cry. Fuck this company and its stupid CULTure.

Comments
  • 11
    We have a colleague like that, shes been with us for the past 18 months. I dont even know what shes doing for the past 2 months. Shes not in standups, drops tasks as soon as they get too complex for her. Its still a mistery to me on how shes still in this job. Hopefully she will be kicked out after this year's annual review.
  • 29
    Try asking them questions instead of giving them answers.

    When the question is, "how do I....?" Ask, "where do you think you would start?"

    Also, never share your screen. Make them drive the whole thing.

    It will be painful at first, but I have never had things backfire on me when I ask leading questions for jr's to answer their own questions.
  • 14
    @TheCommoner282 I welcome the silence. I'll happily sit on a call while any Jr sits and silently has a mental breakdown.

    And if they say the dreaded, " I don't know." I respond with, "how would you find out?"

    I had one jr that just kept telling me they just don't know. Eventually I asked them, "if you don't know I can't tell you because I don't know either. So I don't know why you're asking for my help."

    They stopped bothering me and eventually quit.
  • 3
    @sariel good advice for training people who already are past the toddler stage and can actually comprehend questions and does not need to lie in the resume.

    The OP doesn't have ambitions nor time to train anyone it's obviously a crap hire. Any time invested here is time waisted. Also because the OP doesn't really want to I feel.

    This is based on previous rant. Already gave advice there. You have more than enough ammunition to defend yourself.
  • 4
    OP, find a way to keep appereances while being able to focus on your own work. Schedule time for questions. For example schedule half an hour in the beginning of your day and then half an hour for end of the day. In this way you will minimize interruptions
  • 0
    Additional to the aboves...

    this is the first time I've heard of Statamic.
  • 1
    @hjk101 Yeah, the main thing that really got to me is how I as tricked by management into this thing. I was told one thing some months ago, and then out of the blue I got this person who I knew nothing about, I had to ask my manager multiple times to send me her CV so I can have a better understanding with what I am dealing with and how to prepare for this person. All I got was silence. Then a month into the process I was told it's a literal experiment. I am sure I am not the only person who dislikes being deceived. I don't mind helping someone, but this right now is literally teaching a baby how to hold a spoon.

    Last time I was part of the interview process of another intern and it went really well, but he accepted another job.
  • 2
    @sariel excellent advice, thanks. This is what I will do today, "pair programming" :D
  • 0
    @dissolvedgirl so it's been almost a month. Has anything changed?
  • 1
    @sariel No :D I literally had to ask her 5 times to change a Tailwind css class from "duration-300" to duration-200". I don't know how more verbose I have to be. I am even using a tool called CodeLink (look it up, it's pretty cool) to highlight the exact piece of code that needs to change and it's taking her an entire day.
  • 1
    @dissolvedgirl sounds like a meeting with leadership is in order.

    Usually if someone is having issues acclimating they get a pass for a few weeks. Even months in a large product with minor improvements over time.

    But going weeks or months without improvements.... Waste of money and resources.

    I'm really sorry to hear that they're still causing you problems.
  • 1
    @sariel Yeah I did have a discussion with my director yesterday. They said I need to keep her until end of January. This week she keeps moving a fucking ticket into QA for me to review and it's not done. I asked her to change a paragraph tag to an h1 tag and for the 3rd time now she keeps moving it back to QA after I told her no, it's not done and move it back to In Progress. :D I just escalated this insanity to my manager, I just don't know what to do anymore. This is basic shit.
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