I think your specification of a "correct way to report a problem" is company specific, or your personal preference, or the way that you think an ideal problem report would be stated.

We're humans. Unless there's been a training day or a Readme file explaining HOW to report a bug, I think it's perfectly reasonable to expect this protocol to work:

"I'm blocked!"

"Why?"

"{reason}"

If nobody ACKs the "I'm blocked" message, it's reasonable for someone to think that nobody cares or nobody is listening. This is a normal human protocol, as used in most human environments.

"{problem}!"

"What's happening? How can I help?" (any considerate person nearby responds)

"I'm blocked because on compile I get such-and-such error message and I don't know how to fix it. Who is the right person to ask about this?"

I just cut your protocol complexity by half. ;-)

S/he wasn't proposing a protocol, but describing a naturally occurring one.

Same complexity, just less chatty.

You will get a lot of downvotes for making that statement here... but let me just say I agree with you 100%. The people I see that get the most work done aren’t the ones crying publicly for help on a nebulous problem, but asking very specific questions about specific problems. In cases one doesn’t make progress, escalate to the manager giving details about exactly what is going on, how many times you reached out to another team and got no answers. That gives the manager ammunition to talk to their peers on other teams or escalate to higher ups.

It’s rather unrealistic for the manager to be understanding all the time and coax a team member to give all details of every problem...

That's how I was taught (via managers on reddit actually, not irl).

Dig as far as you can, record it all, then escalate. You also have to gauge how critical it is and how much of your time (esp. if other things are building up) to spend on it as a factor of when to take it up the line.

Tbh, I haven't had any managers lately that have been that great but I'm still holding out hope.

It takes a certain kind of person to interpret ""I'm blocked" as "I'm blocked, woe is me" instead of "I'm blocked. Can anyone that sees this help me?"

Those people should never be managers.

If they don't trust the employee they need to fire them.

I agree with you that employees that you cannot trust should be fired. Skepticism doesn’t necessarily mean lack of trust. It’s possible to trust dishonest people and without a skeptical view to be aware that people may be dishonest, even in small ways, it is easy to fall into that trap of trusting good liars.

The employee needs to be taught that. If they've entered the workforce without that knowledge, then it's their manager's responsibility.

> What a complete lack of individual ownership. Even the best manager can't help somebody who is unwilling to help themselves.

> Source: am a manager.

> I'm blocked, woe is me" is garbage

As a manager, are you prepared to put your real name to these comments?

> As a manager, are you prepared to put your real name to these comments?

This is an anonymous public forum with a massive audience and great content. Let's keep it civil and not target individuals. Please don't try and start witch hunts to ruin someone's career just because you do not agree with him.

I don't see what his real name has to do with this

The way you talk makes me think you don't like people very much, which is really bad in a manager.