[CrzyLngPwd]

`And like any good manager, you get to claim credit for all the work your “team” does.`

Is that how it works? Do managers claim credit for the work of those below them, despite not doing the work?

I hope they also get penalised when a lowly worker does a bad thing, even if the worker is an LLM silently misinterpreting a vague instruction.

[troyvit]

> I hope they also get penalised when a lowly worker does a bad thing, even if the worker is an LLM silently misinterpreting a vague instruction.

Yeah the buck stops with the manager (IMO the direct manager). So I can do some constructive criticism with my dev if they make a mistake, but it's my fault in the larger org that it happened. Then it's my manager's job to work with me to make sure I create the environment where the same mistake doesn't happen again. Am I training well? Am I giving them well-scoped work? All that.

[jmathai]

Yup, the manager gets implicit credit for the work their team does. In most cases, deservedly so. I don't see why it should be any different for engineers using LLMs as "direct reports". Not all engineers will be the same level of "good" with LLM tools so the better you are (as with any other skill as well) the more credit you would receive.

[idiotsecant]

Yes. That is how management works. Although a good manager will focus some of that praise onto team members who deserve it.

[dakiol]

Are you kidding? What else would managers get credit from? They don't produce anything the company is interested in. They steer, they manage, and so if the ones being managed produce the thing the company is interested in, then sure all the credit goes to the team (including the manager!). As it usually happens, getting credit means nothing if not accompanied by a salary bump or something like that. And as it usually happens, not the whole team can get a salary bump. So the ones who get the bump are usually one or two seniors on the team, plus the manager of course... because the manager is the gatekeeper between upper management (the ones who approve salary bumps) and the ICs... and no sane manager would sacrifice a salary bump for themselves just to give it away to an IC. And that's not being a bad manager, that's simply being human. Also if you think about it, if the team succeeded in delivering "the thing", then the manager would think it's partially because of their managing, and so he/she would believe a salary bump is deserved

When things go south, no penalization is made. A simple "post-mortem" is written in confluence and people write "action items". So, yeah, no need for the manager to get the blame.

It's all very shitty, but it's always been like that.