As I pointed out earlier, her boss addressed the weekly meeting thing directly, and Coraline mentions it:
> I brought up the fact that we had been actively working on improving that over the past several months and that I had been tracking well against the goals we agreed to, but she said that the review period was only through January so that progress didn't count.
So, the "tracking well" was in a 4 month span not in the review period.
Re-reading it again, I'm not convinced that this is a management failure either. The section titled Empathy starts with:
> Starting in December, in my weekly one-on-one meetings with my manager, we would review all of my written communication (issues, pull requests, code reviews, and Slack messages) to talk about how I could improve. It felt ridiculous but I went along with it, and did my best to address my manager's feedback and concerns.
One way to read that is that her manager was trying to address these problems, but Coraline didn't understand how serious they were, because she dismissed them as "ridiculous."
> I brought up the fact that we had been actively working on improving that over the past several months and that I had been tracking well against the goals we agreed to, but she said that the review period was only through January so that progress didn't count.
So, the "tracking well" was in a 4 month span not in the review period.
Re-reading it again, I'm not convinced that this is a management failure either. The section titled Empathy starts with:
> Starting in December, in my weekly one-on-one meetings with my manager, we would review all of my written communication (issues, pull requests, code reviews, and Slack messages) to talk about how I could improve. It felt ridiculous but I went along with it, and did my best to address my manager's feedback and concerns.
One way to read that is that her manager was trying to address these problems, but Coraline didn't understand how serious they were, because she dismissed them as "ridiculous."