True zen is achieved when you realize it’s not your problem. Even better when the thing eventually breaks and you can be smug about it.
I’m not in the industry anymore, but every time I raised an issue to the boss that got ignored, I used to like to keep a little folder where I’d print the emails or just take notes about the issue, the proposed fix, and when and why it got rejected.
Then, 8 months later when everything is on fire, I could point at the date February 12, where at 3:40 PM I raised this specific issue that got ignored.
It never benefitted me, not once, in fact I sincerely think my boss at the time thought I was a smug little prick. Which was fair, I was one. But credit where it’s due, every time I brought the folder back out, he’d get a look like he just swallowed a mug full of cold piss and tell me I was right. That’s all I really wanted out of that folder anyway.
It’s your problem when they can’t make payroll because of it. And it’s your problem when they ultimately blame you for not having the solution ready to implement.
The first has happened to me once.
The second more times than I can count.
- Make PR ready to merge.
- Mark as
Draftand write in the description that management says this should not be merged until the site breaks. - Site breaks.
- They blame you for not having a solution ready.
- 😎 👈 You.
And while you’re busy making this PR to fix a problem that you haven’t been authorized on, you’re falling behind on current tickets.
The only way to realistically make this happen at most companies is if you’re doing work for your company on off time, and, generally speaking, never ever do that for any reason unless you’re being paid for on-call.
Even better when the thing eventually breaks
You mean when it finally does become your problem?
If it’s going to be your problem no matter what, start making offline backups of your email account, and print out the email conversation where the bossmang rejected the fix. Make sure your HR rep is present on every meeting, even especially if it makes the people uncomfortable.
(this assumes that you live in a place where employee protection laws exist, i.e. it might not work in America)
