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Problematic employee that can't be fired
How do I deal with an autistic employee who criticizes teammates publicly and doesn't understand the harm in doing so?How do I migrate from employee to consultant?How to manage an employee who talks too much?Dealing with a very problematic co-workerI forked a coworkers code without asking and made it my own. Should I have asked first?Problematic COOHow can I help a struggling but dedicated employee?How do I deal with an autistic employee who criticizes teammates publicly and doesn't understand the harm in doing so?Accused of racism for refusing to name room after foreign name that sounds like an offensive phraseHow to deal with a software developer who doesn't seem to understand that he's just a coder?Inappropriate comment made by colleague outside of work
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I've recently been placed in charge of a software engineer who is considered a "problem" employee for a couple of different reasons. The employee is not a capable people person. I believe he has a minor case of autism / asperger's / something along those lines. You can have a conversation with him, but you can tell he isn't super comfortable, and it is difficult for him to collaborate on team projects.
On the other hand, he is a "10x" developer in the absolute best sense of the term. He works 10-12 hours a day, and while I've only recently begun managing him, I am given to understand that he produces not only a stupendous volume of code, but also that this work is thoroughly documented and well tested such that it can be handed off to other people very easily.
Finally, the guy has deep seated, problematic viewpoints. He isn't racist in a "angry redneck" way where he express dislike for certain groups, but he not infrequently will say things like "I don't think its a good idea to have someone of (whatever minority / gender / etc) do that". He is very matter of fact about it: again there isn't what you would describe as malice, he just views these things as facts and (I think) isn't socially capable enough to understand that, regardless of what he thinks, there are some things he should not say.
Due to his usefulness, and his general lack of interest in talking to people anyways, the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing. However, I've recently had an incident where something offensive made its way into code documentation and got to someone who was upset enough by it that they felt it needed to be brought to my attention. This person was understanding: they know that he doesn't mean harm, and that he doesn't quite understand the emotional effects of his opinions, but they (rightly) expressed that it isn't fair / acceptable / etc to have things like that in the codebase, and to force them and others to deal with it.
I haven't got a ton of experience with dealing with people like this, and am kind of at a loss. My boss tells me we aren't considering firing him. In the meantime I've been going thru his past code and any code he submits: things like this pop up very rarely, but I've found a couple others from past code (nothing since the incident, when I talked to him). I've discussed it with him, and he seemed to understand, but I can't imagine no one else has had this discussion with him before, and so I think repeat incidents aren't out of the question.
Its also worth pointing out that there are two important dimensions that need solving. First and most important, I need to make sure he isn't hurting anyone. But secondly, as long as he is my direct report it is my job to help him progress personally and professionally, so I also really want to try to help him change, or at the very least learn to stop talking about, these views. If he didn't have this problem, he would just be "the best software engineer I've ever seen" instead of "that weird racist code jockey," and since I'm stuck managing him I really would like to help him become the former.
As a side note: I know I sound a little more sympathetic to the guy than is typical when dealing with views like his. Please understand I am completely not ok with his viewpoints, and find them totally vile. That doesn't make me not have to manage him, and given that I want to find the best solution I can.
software-industry employees discrimination autism-spectrum social-nuances
asked 33 mins ago
ann privateann private
61 bronze badge
New contributor
ann private is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
add a comment |
I've recently been placed in charge of a software engineer who is considered a "problem" employee for a couple of different reasons. The employee is not a capable people person. I believe he has a minor case of autism / asperger's / something along those lines. You can have a conversation with him, but you can tell he isn't super comfortable, and it is difficult for him to collaborate on team projects.
On the other hand, he is a "10x" developer in the absolute best sense of the term. He works 10-12 hours a day, and while I've only recently begun managing him, I am given to understand that he produces not only a stupendous volume of code, but also that this work is thoroughly documented and well tested such that it can be handed off to other people very easily.
Finally, the guy has deep seated, problematic viewpoints. He isn't racist in a "angry redneck" way where he express dislike for certain groups, but he not infrequently will say things like "I don't think its a good idea to have someone of (whatever minority / gender / etc) do that". He is very matter of fact about it: again there isn't what you would describe as malice, he just views these things as facts and (I think) isn't socially capable enough to understand that, regardless of what he thinks, there are some things he should not say.
Due to his usefulness, and his general lack of interest in talking to people anyways, the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing. However, I've recently had an incident where something offensive made its way into code documentation and got to someone who was upset enough by it that they felt it needed to be brought to my attention. This person was understanding: they know that he doesn't mean harm, and that he doesn't quite understand the emotional effects of his opinions, but they (rightly) expressed that it isn't fair / acceptable / etc to have things like that in the codebase, and to force them and others to deal with it.
I haven't got a ton of experience with dealing with people like this, and am kind of at a loss. My boss tells me we aren't considering firing him. In the meantime I've been going thru his past code and any code he submits: things like this pop up very rarely, but I've found a couple others from past code (nothing since the incident, when I talked to him). I've discussed it with him, and he seemed to understand, but I can't imagine no one else has had this discussion with him before, and so I think repeat incidents aren't out of the question.
Its also worth pointing out that there are two important dimensions that need solving. First and most important, I need to make sure he isn't hurting anyone. But secondly, as long as he is my direct report it is my job to help him progress personally and professionally, so I also really want to try to help him change, or at the very least learn to stop talking about, these views. If he didn't have this problem, he would just be "the best software engineer I've ever seen" instead of "that weird racist code jockey," and since I'm stuck managing him I really would like to help him become the former.
As a side note: I know I sound a little more sympathetic to the guy than is typical when dealing with views like his. Please understand I am completely not ok with his viewpoints, and find them totally vile. That doesn't make me not have to manage him, and given that I want to find the best solution I can.
software-industry employees discrimination autism-spectrum social-nuances
asked 33 mins ago
ann privateann private
61 bronze badge
New contributor
ann private is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
Note: I've noticed workplace.stackexchange.com/questions/117206/…, which is similar, but I think there is another dimension here that I wanted help addressing.
– ann private
28 mins ago
You sound like a really good manager of people. I do like the other answer here, but what I'd make sure they'd understand is that you're not arguing about his comments, but where the comments are appearing. Just say that stuff like that shouldn't be in code comments, and if the exact opposite was written, it would still be inappropriate. Also, you may have to accept that it may not be possible to change them, without significant pain.
– Gregory Currie
9 mins ago
add a comment |
I've recently been placed in charge of a software engineer who is considered a "problem" employee for a couple of different reasons. The employee is not a capable people person. I believe he has a minor case of autism / asperger's / something along those lines. You can have a conversation with him, but you can tell he isn't super comfortable, and it is difficult for him to collaborate on team projects.
On the other hand, he is a "10x" developer in the absolute best sense of the term. He works 10-12 hours a day, and while I've only recently begun managing him, I am given to understand that he produces not only a stupendous volume of code, but also that this work is thoroughly documented and well tested such that it can be handed off to other people very easily.
Finally, the guy has deep seated, problematic viewpoints. He isn't racist in a "angry redneck" way where he express dislike for certain groups, but he not infrequently will say things like "I don't think its a good idea to have someone of (whatever minority / gender / etc) do that". He is very matter of fact about it: again there isn't what you would describe as malice, he just views these things as facts and (I think) isn't socially capable enough to understand that, regardless of what he thinks, there are some things he should not say.
Due to his usefulness, and his general lack of interest in talking to people anyways, the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing. However, I've recently had an incident where something offensive made its way into code documentation and got to someone who was upset enough by it that they felt it needed to be brought to my attention. This person was understanding: they know that he doesn't mean harm, and that he doesn't quite understand the emotional effects of his opinions, but they (rightly) expressed that it isn't fair / acceptable / etc to have things like that in the codebase, and to force them and others to deal with it.
I haven't got a ton of experience with dealing with people like this, and am kind of at a loss. My boss tells me we aren't considering firing him. In the meantime I've been going thru his past code and any code he submits: things like this pop up very rarely, but I've found a couple others from past code (nothing since the incident, when I talked to him). I've discussed it with him, and he seemed to understand, but I can't imagine no one else has had this discussion with him before, and so I think repeat incidents aren't out of the question.
Its also worth pointing out that there are two important dimensions that need solving. First and most important, I need to make sure he isn't hurting anyone. But secondly, as long as he is my direct report it is my job to help him progress personally and professionally, so I also really want to try to help him change, or at the very least learn to stop talking about, these views. If he didn't have this problem, he would just be "the best software engineer I've ever seen" instead of "that weird racist code jockey," and since I'm stuck managing him I really would like to help him become the former.
As a side note: I know I sound a little more sympathetic to the guy than is typical when dealing with views like his. Please understand I am completely not ok with his viewpoints, and find them totally vile. That doesn't make me not have to manage him, and given that I want to find the best solution I can.
software-industry employees discrimination autism-spectrum social-nuances
asked 33 mins ago
ann privateann private
61 bronze badge
New contributor
ann private is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
I've recently been placed in charge of a software engineer who is considered a "problem" employee for a couple of different reasons. The employee is not a capable people person. I believe he has a minor case of autism / asperger's / something along those lines. You can have a conversation with him, but you can tell he isn't super comfortable, and it is difficult for him to collaborate on team projects.
On the other hand, he is a "10x" developer in the absolute best sense of the term. He works 10-12 hours a day, and while I've only recently begun managing him, I am given to understand that he produces not only a stupendous volume of code, but also that this work is thoroughly documented and well tested such that it can be handed off to other people very easily.
Finally, the guy has deep seated, problematic viewpoints. He isn't racist in a "angry redneck" way where he express dislike for certain groups, but he not infrequently will say things like "I don't think its a good idea to have someone of (whatever minority / gender / etc) do that". He is very matter of fact about it: again there isn't what you would describe as malice, he just views these things as facts and (I think) isn't socially capable enough to understand that, regardless of what he thinks, there are some things he should not say.
Due to his usefulness, and his general lack of interest in talking to people anyways, the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing. However, I've recently had an incident where something offensive made its way into code documentation and got to someone who was upset enough by it that they felt it needed to be brought to my attention. This person was understanding: they know that he doesn't mean harm, and that he doesn't quite understand the emotional effects of his opinions, but they (rightly) expressed that it isn't fair / acceptable / etc to have things like that in the codebase, and to force them and others to deal with it.
I haven't got a ton of experience with dealing with people like this, and am kind of at a loss. My boss tells me we aren't considering firing him. In the meantime I've been going thru his past code and any code he submits: things like this pop up very rarely, but I've found a couple others from past code (nothing since the incident, when I talked to him). I've discussed it with him, and he seemed to understand, but I can't imagine no one else has had this discussion with him before, and so I think repeat incidents aren't out of the question.
Its also worth pointing out that there are two important dimensions that need solving. First and most important, I need to make sure he isn't hurting anyone. But secondly, as long as he is my direct report it is my job to help him progress personally and professionally, so I also really want to try to help him change, or at the very least learn to stop talking about, these views. If he didn't have this problem, he would just be "the best software engineer I've ever seen" instead of "that weird racist code jockey," and since I'm stuck managing him I really would like to help him become the former.
As a side note: I know I sound a little more sympathetic to the guy than is typical when dealing with views like his. Please understand I am completely not ok with his viewpoints, and find them totally vile. That doesn't make me not have to manage him, and given that I want to find the best solution I can.
software-industry employees discrimination autism-spectrum social-nuances
software-industry employees discrimination autism-spectrum social-nuances
asked 33 mins ago
ann privateann private
61 bronze badge
New contributor
ann private is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
asked 33 mins ago
ann privateann private
61 bronze badge
New contributor
ann private is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
asked 33 mins ago
ann privateann private
61 bronze badge
New contributor
ann private is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
asked 33 mins ago
ann privateann private
61 bronze badge
asked 33 mins ago
ann privateann private
61 bronze badge
61 bronze badge
New contributor
ann private is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
New contributor
ann private is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
Check out our Code of Conduct.
Note: I've noticed workplace.stackexchange.com/questions/117206/…, which is similar, but I think there is another dimension here that I wanted help addressing.
– ann private
28 mins ago
You sound like a really good manager of people. I do like the other answer here, but what I'd make sure they'd understand is that you're not arguing about his comments, but where the comments are appearing. Just say that stuff like that shouldn't be in code comments, and if the exact opposite was written, it would still be inappropriate. Also, you may have to accept that it may not be possible to change them, without significant pain.
– Gregory Currie
9 mins ago
add a comment |
Note: I've noticed workplace.stackexchange.com/questions/117206/…, which is similar, but I think there is another dimension here that I wanted help addressing.
– ann private
28 mins ago
You sound like a really good manager of people. I do like the other answer here, but what I'd make sure they'd understand is that you're not arguing about his comments, but where the comments are appearing. Just say that stuff like that shouldn't be in code comments, and if the exact opposite was written, it would still be inappropriate. Also, you may have to accept that it may not be possible to change them, without significant pain.
– Gregory Currie
9 mins ago
Note: I've noticed workplace.stackexchange.com/questions/117206/…, which is similar, but I think there is another dimension here that I wanted help addressing.
– ann private
28 mins ago
Note: I've noticed workplace.stackexchange.com/questions/117206/…, which is similar, but I think there is another dimension here that I wanted help addressing.
– ann private
28 mins ago
You sound like a really good manager of people. I do like the other answer here, but what I'd make sure they'd understand is that you're not arguing about his comments, but where the comments are appearing. Just say that stuff like that shouldn't be in code comments, and if the exact opposite was written, it would still be inappropriate. Also, you may have to accept that it may not be possible to change them, without significant pain.
– Gregory Currie
9 mins ago
You sound like a really good manager of people. I do like the other answer here, but what I'd make sure they'd understand is that you're not arguing about his comments, but where the comments are appearing. Just say that stuff like that shouldn't be in code comments, and if the exact opposite was written, it would still be inappropriate. Also, you may have to accept that it may not be possible to change them, without significant pain.
– Gregory Currie
9 mins ago
add a comment |
1 Answer
1
active
oldest
votes
The best solution is don't change anything.
the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing
He's producing high quality work. He isn't causing problems to the company (as long as you keep him apart from those he has an issue with) and you said he doesn't put anything in code comments that could be problematic anymore.
Are you trying to create a problem that doesn't exist simply because you disagree with his personal opinions?
I would think very carefully about that. Your job isn't to create a harmonious Disneyland where everyone holds hands and sings "we are the world". He's a top notch engineer and often people like that have quirks. Let him do his job and you do yours which will be to brag about how much work is getting done (thanks to him).
Alternatively:
Cause a big fuss, take him to HR, upset the workplace dynamics and this employee, risk having him leave and then be left with explaining why the work is falling behind. But at least people aren't being "offended" anymore. Do you think the company stakeholders would care about peoples feelings more or the bottomline?
answered 22 mins ago
solarflaresolarflare
13.1k6 gold badges30 silver badges62 bronze badges
This is fair. Obviously I disagree with his viewpoint, but its also not totally true that there aren't already problems. Obviously someone came to me and complained, and I've been made his manager because the last person who was doing it felt uncomfortable continuing to do so.
– ann private
19 mins ago
I suppose maybe the answer is to do nothing and see if there are recurring issues. Assuming people continue to have complaints to me, what would your recommendation be?
– ann private
18 mins ago
It does sound like they need a tiny bit of training about what is appropriate to appear in code comments. Beyond that, it sounds like things are fine. I would let them know that comments like that can cause problems in the future, so it would be best if they could do what they can to avoid writing them.
– Gregory Currie
7 mins ago
add a comment |
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1 Answer
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1 Answer
1
active
oldest
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votes
The best solution is don't change anything.
the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing
He's producing high quality work. He isn't causing problems to the company (as long as you keep him apart from those he has an issue with) and you said he doesn't put anything in code comments that could be problematic anymore.
Are you trying to create a problem that doesn't exist simply because you disagree with his personal opinions?
I would think very carefully about that. Your job isn't to create a harmonious Disneyland where everyone holds hands and sings "we are the world". He's a top notch engineer and often people like that have quirks. Let him do his job and you do yours which will be to brag about how much work is getting done (thanks to him).
Alternatively:
Cause a big fuss, take him to HR, upset the workplace dynamics and this employee, risk having him leave and then be left with explaining why the work is falling behind. But at least people aren't being "offended" anymore. Do you think the company stakeholders would care about peoples feelings more or the bottomline?
answered 22 mins ago
solarflaresolarflare
13.1k6 gold badges30 silver badges62 bronze badges
This is fair. Obviously I disagree with his viewpoint, but its also not totally true that there aren't already problems. Obviously someone came to me and complained, and I've been made his manager because the last person who was doing it felt uncomfortable continuing to do so.
– ann private
19 mins ago
I suppose maybe the answer is to do nothing and see if there are recurring issues. Assuming people continue to have complaints to me, what would your recommendation be?
– ann private
18 mins ago
It does sound like they need a tiny bit of training about what is appropriate to appear in code comments. Beyond that, it sounds like things are fine. I would let them know that comments like that can cause problems in the future, so it would be best if they could do what they can to avoid writing them.
– Gregory Currie
7 mins ago
add a comment |
The best solution is don't change anything.
the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing
He's producing high quality work. He isn't causing problems to the company (as long as you keep him apart from those he has an issue with) and you said he doesn't put anything in code comments that could be problematic anymore.
Are you trying to create a problem that doesn't exist simply because you disagree with his personal opinions?
I would think very carefully about that. Your job isn't to create a harmonious Disneyland where everyone holds hands and sings "we are the world". He's a top notch engineer and often people like that have quirks. Let him do his job and you do yours which will be to brag about how much work is getting done (thanks to him).
Alternatively:
Cause a big fuss, take him to HR, upset the workplace dynamics and this employee, risk having him leave and then be left with explaining why the work is falling behind. But at least people aren't being "offended" anymore. Do you think the company stakeholders would care about peoples feelings more or the bottomline?
answered 22 mins ago
solarflaresolarflare
13.1k6 gold badges30 silver badges62 bronze badges
This is fair. Obviously I disagree with his viewpoint, but its also not totally true that there aren't already problems. Obviously someone came to me and complained, and I've been made his manager because the last person who was doing it felt uncomfortable continuing to do so.
– ann private
19 mins ago
I suppose maybe the answer is to do nothing and see if there are recurring issues. Assuming people continue to have complaints to me, what would your recommendation be?
– ann private
18 mins ago
It does sound like they need a tiny bit of training about what is appropriate to appear in code comments. Beyond that, it sounds like things are fine. I would let them know that comments like that can cause problems in the future, so it would be best if they could do what they can to avoid writing them.
– Gregory Currie
7 mins ago
add a comment |
The best solution is don't change anything.
the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing
He's producing high quality work. He isn't causing problems to the company (as long as you keep him apart from those he has an issue with) and you said he doesn't put anything in code comments that could be problematic anymore.
Are you trying to create a problem that doesn't exist simply because you disagree with his personal opinions?
I would think very carefully about that. Your job isn't to create a harmonious Disneyland where everyone holds hands and sings "we are the world". He's a top notch engineer and often people like that have quirks. Let him do his job and you do yours which will be to brag about how much work is getting done (thanks to him).
Alternatively:
Cause a big fuss, take him to HR, upset the workplace dynamics and this employee, risk having him leave and then be left with explaining why the work is falling behind. But at least people aren't being "offended" anymore. Do you think the company stakeholders would care about peoples feelings more or the bottomline?
answered 22 mins ago
solarflaresolarflare
13.1k6 gold badges30 silver badges62 bronze badges
The best solution is don't change anything.
the solution has historically been to try to isolate him from people he is likely to offend, and just let him keep doing his own thing
He's producing high quality work. He isn't causing problems to the company (as long as you keep him apart from those he has an issue with) and you said he doesn't put anything in code comments that could be problematic anymore.
Are you trying to create a problem that doesn't exist simply because you disagree with his personal opinions?
I would think very carefully about that. Your job isn't to create a harmonious Disneyland where everyone holds hands and sings "we are the world". He's a top notch engineer and often people like that have quirks. Let him do his job and you do yours which will be to brag about how much work is getting done (thanks to him).
Alternatively:
Cause a big fuss, take him to HR, upset the workplace dynamics and this employee, risk having him leave and then be left with explaining why the work is falling behind. But at least people aren't being "offended" anymore. Do you think the company stakeholders would care about peoples feelings more or the bottomline?
answered 22 mins ago
solarflaresolarflare
13.1k6 gold badges30 silver badges62 bronze badges
answered 22 mins ago
solarflaresolarflare
13.1k6 gold badges30 silver badges62 bronze badges
answered 22 mins ago
solarflaresolarflare
13.1k6 gold badges30 silver badges62 bronze badges
answered 22 mins ago
solarflaresolarflare
13.1k6 gold badges30 silver badges62 bronze badges
13.1k6 gold badges30 silver badges62 bronze badges
This is fair. Obviously I disagree with his viewpoint, but its also not totally true that there aren't already problems. Obviously someone came to me and complained, and I've been made his manager because the last person who was doing it felt uncomfortable continuing to do so.
– ann private
19 mins ago
I suppose maybe the answer is to do nothing and see if there are recurring issues. Assuming people continue to have complaints to me, what would your recommendation be?
– ann private
18 mins ago
It does sound like they need a tiny bit of training about what is appropriate to appear in code comments. Beyond that, it sounds like things are fine. I would let them know that comments like that can cause problems in the future, so it would be best if they could do what they can to avoid writing them.
– Gregory Currie
7 mins ago
add a comment |
This is fair. Obviously I disagree with his viewpoint, but its also not totally true that there aren't already problems. Obviously someone came to me and complained, and I've been made his manager because the last person who was doing it felt uncomfortable continuing to do so.
– ann private
19 mins ago
I suppose maybe the answer is to do nothing and see if there are recurring issues. Assuming people continue to have complaints to me, what would your recommendation be?
– ann private
18 mins ago
It does sound like they need a tiny bit of training about what is appropriate to appear in code comments. Beyond that, it sounds like things are fine. I would let them know that comments like that can cause problems in the future, so it would be best if they could do what they can to avoid writing them.
– Gregory Currie
7 mins ago
This is fair. Obviously I disagree with his viewpoint, but its also not totally true that there aren't already problems. Obviously someone came to me and complained, and I've been made his manager because the last person who was doing it felt uncomfortable continuing to do so.
– ann private
19 mins ago
This is fair. Obviously I disagree with his viewpoint, but its also not totally true that there aren't already problems. Obviously someone came to me and complained, and I've been made his manager because the last person who was doing it felt uncomfortable continuing to do so.
– ann private
19 mins ago
I suppose maybe the answer is to do nothing and see if there are recurring issues. Assuming people continue to have complaints to me, what would your recommendation be?
– ann private
18 mins ago
I suppose maybe the answer is to do nothing and see if there are recurring issues. Assuming people continue to have complaints to me, what would your recommendation be?
– ann private
18 mins ago
It does sound like they need a tiny bit of training about what is appropriate to appear in code comments. Beyond that, it sounds like things are fine. I would let them know that comments like that can cause problems in the future, so it would be best if they could do what they can to avoid writing them.
– Gregory Currie
7 mins ago
It does sound like they need a tiny bit of training about what is appropriate to appear in code comments. Beyond that, it sounds like things are fine. I would let them know that comments like that can cause problems in the future, so it would be best if they could do what they can to avoid writing them.
– Gregory Currie
7 mins ago
add a comment |
ann private is a new contributor. Be nice, and check out our Code of Conduct.
ann private is a new contributor. Be nice, and check out our Code of Conduct.
ann private is a new contributor. Be nice, and check out our Code of Conduct.
ann private is a new contributor. Be nice, and check out our Code of Conduct.
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Note: I've noticed workplace.stackexchange.com/questions/117206/…, which is similar, but I think there is another dimension here that I wanted help addressing.
– ann private
28 mins ago
You sound like a really good manager of people. I do like the other answer here, but what I'd make sure they'd understand is that you're not arguing about his comments, but where the comments are appearing. Just say that stuff like that shouldn't be in code comments, and if the exact opposite was written, it would still be inappropriate. Also, you may have to accept that it may not be possible to change them, without significant pain.
– Gregory Currie
9 mins ago