It turned out as a rant but I do recognize it as management experience that I want to learn from. I have worked as ops in the team and reached out my network to reduce frustration that blocks his productivity. I don't think this is my unique problem. If someone has fixed this issue successfully, would you like to share?
I think the compilation issues and others were due to his lack of attention. How would you motivate young folks and foster team player mentality at the same time?
Please read my response above. I have worked hard to my knowledge working as ops guy in a team and had reached out my network to solve the problems and produced document. But he seemed to think my work as granted. But personally I spent a lot of time troubleshooting his issues in our legacy system and that doesn't get recognized.
It affects my morale. But at the same time, I do recognize that it is a good management experience working with smart juniors. I have kids. I see same behaviors but I cannot yell at him like I do to my kido. ;)
Thanks for the critique. Sorry that my english was poor. I wrote it in a hurry for sure and that was my rant really. I didn't bring this up to my management explicitly. I will try that route. The project is interesting and I learn a lot from it. And I don't think this is a unique problem of mine. I like to solve this problem.
I have worked hard to give him better environment as senior in the org reaching out my network to look at his issues and resolving ops issues. Our legacy system is big and not agile and document is not up to par. I produced documents to help sort out this situation. But rather than being appreciated, he thought I would work for him. That's really odd result after my hard work. This is new experience to me.
My workstyle is more working on behind scene talking to the person directly as a first step because I believe in that personal interaction is better than seeking help from outside like my boss. I have sat down with him on his work ethics because he missed work deadlines a few times. He was not motivated to work on legacy system. I encouraged him to give different perspectives on his work.
I just want to learn from other people if they have this kind of experience with younger folks working in big co meaning young ambitious new employee who doesn't want to work on legacy system but they still want attention from management.
How can I ask or teach him to listen and recognize other's work more effective way?