Nah, that was already blown up way before LLMs existed.
Foss wasn't exactly not miserable before 2022. The dysfunction just got amplified so that we cannot fix it anymore by just throwing more human resources at the problem.
Foss wasn't exactly not miserable before 2022. The dysfunction just got amplified so that we cannot fix it anymore by just throwing more human resources at the problem.
This dynamic also plays out in many companies. I see a lot of posts from mid to sr engineers frustrated with plummeting code quality and unsure how to manage the reviews. They are increasingly pulling away from the idea that they should mentor people to do better.
I’ll admit I’ve seen a spike in negative performance reviews but this is the new normal people will adapt.
Two considerations on this:
1. In the USA, it is common to switch jobs often (in opposite to, for example, Germany). So, in the US-American system it is not often worth the effort to invest a lot of mentoring ressources into some employee if he will leave soon anyway.
2. I personally observe that I often do try to give less experienced programmers good hints on how to improve, but my kind of thinking about programming is often so different that my advice is often of no use for them. Or I often get the arrogant reaction by less experienced programmers that I care far too much about obscure details. I thus seriously do believe that the only way to help junior programmers to become better is to completely crush their ego and arrogance (just like a doctoral study programme in, say, mathematics does to the doctoral students), which is of course not allowed at work. :-(