1. Do you feel angry because you think he did bad job without care quality or he is a junior developer who do not have experience to do the right thing at the first time?

2. You are agree with your developer but you are afraid that customer think your team produce a bad result and take time for correction that make project cost is increased?

With many years experience of project management in various team sizes, and senior project manager manage a big account over 100 members with my direct subordinates are project managers, I must admit that such situation occurs sometimesand it makes developers are afraid to tell their manager that they need time to make their code better.

Note that my 'bad code' definition is not source code has low quality such as having a lot defects or do not following coding standards but a 'bad code' means you can write a better code to solve project problems, optimize your code, gain better performance or increase re-usability. I have worked with many talent developers who handle such tasks as extra tasks not belong in project schedule and do it in their own time (though it is not a good for his personal time), but most of time all project members are afraid to modifying existing code base while project manager do not approve. Here are the result I see: the bad code is not optimized, it is modified base on new requirements from customer and it becomes terrible code with low quality, many defects. The cycle is repeated, developer are afraid to make it better, it become worse and so on. Project will have many technical debts and when the project size is grown bigger, team productivity will decrease continuously. Project quality is complained by customer or even they cancel project, otherwise project members must work overtime to fix defects with low source code quality. Most of cases, customer are not satisfied project performance and/or project members are exhausted, company lost profit.

It is normal in project management if we leave 2-3 free days after each iteration for team spending time to look what they did in the past, a knowledge management system is a tool for members to share their knowledge and works and project technical lead review solutions right away or weekly basic to improve code quality better if you do not want to spend much effort fixing later. Managing and developing software projects have many pressure: quality, deadline, customer feedbacks etc, there are not all software solutions are reviewed by all team members to give feedbacks about their advantages and disadvantages, there are some common API is developed by one developer and others try to use without giving any comments or they think they have no time to tune that API better. If you let such situation happens, your project has a red alarm!

In the project has both lazy developers and non-lazy developers, project managers usually do the wrong thing that assigns the lazy developers more jobs to share workload with the non-lazy ones, that causes all people tend to become the non-lazy ones. In this case, project manager should motivate people become to the lazy developers, it is an art!

Most organizations have the fail recruitment process, it is depended on the recruiter. The common process is applied for many organizations: if my project needs resources urgently, I will escalate to the upper management level, after that the HR will select some candidates for interview. The interview rounds may be 2-3 times, one for technical and one for dealing salary. It is not enough and standard. Why? because one interviewee can be passed for interview for this project but not other projects. That means the organization has not the standard level of employee knowledge but only depends on project and it leads the dependency to the interviewer. If the interviewer has not good skill of interview, he can choose the wrong person to team. That wrong person can impact to the project's success also cause many problems for company.

If you find you choose the wrong person, what would you do? Fire him/her if he can not be improved? It is not easy to fire someone because the company must pay money for this fire, it also impacts to the moral of team also if you are a good man you will think your employee life, his family after he is fired. If you leave him in the team, other members will help them in works and team's productivity also team's morale are decreased. Your team has 10 members but productivity is only 7, it is the big problem with client! All members know that A is a low-productivity and bad guy and they will do works for him, he always be assigned the easiest tasks but his salary is high. You do not have any reason to reduce the salary because low performance, moreover this guy has many close friends in team and he can say un-truth thing can impact the team's morale. You try to leave him until the project end and after that you have the reason to kick him to another project and your colleagues will face the same problem. It is clear that recruit the wrong people can cause harmful for organization especially when they are recruited to higher position. More important that you can promote that wrong person and that can cause your talent resources move out your company and the organization contains all so so members.

One of the big mistake of recruitment is not considering whether the interviewee suitable with company's culture. The right people is not only the guy satisfy the job's requirement of project and company's standard level but he is suitable with company's culture and team's culture. If you do not enclose culture criteria in your selection, that leads your team, your company has no culture! but in modern era, all know that the culture is very important for one organization!

I am sure that all readers are agreed with my above points and you think that it is obvious but I see such problem is occurred regularly and it is explained by business needs. In out-source software industry, most of company can not control well the development, if you have more contract you will hire more employees. The client says that (or you estimate) they need more than 50 members for new project within 2 months, you will try to hire 50 members. Due to the strict timeline, the interviewer has no interview skill you will try to get all if you can and many junior members attend to your team. If the project fail, you will blame your team because they lack of experience. In fact, I think the blame is totally wrong because you have selected the resources and you are totally responsible for your selection. My basic criteria of selecting members are:

1. The candidate must meet the job's requirement of company not project. That I defines the standard for myself if company does not.
2. The candidate must be a good man, who I can trust and make friends: if company does not define the culture, you must define the culture for your team that only all good mans, be professional, client first and aim to quality.

Read my post http://www.haiphucnguyen.net/blog/?p=3, many members think I am a strict guy. May be it is correct but selecting the right people for your team is very important for me to build a good team spirit and the project will go smoothly because the people factor in the most important in software industry. If I have all right people, they are the most valuable asset in team, company if they are not I do not consider they are the valuable asset. Because fire or move the wrong people usually takes high cost, hire the right people is a must for any organization specially for high technology industry as software development.