First, you have to accept that if you are doing your job well, then your work makes others look bad. That is nature of what you do and you cannot compromise that in order to maintain friendly relationships.

So first accept that you are not ever going to be popular.

However, that doesn't mean you can't be respected.

To do that, first be absolutely sure that you are right when you criticize the practices of others. Every time you are right, you gain credibility. When I worked for an audit agency, we almost lost a political battle on a major multi-million dollar finding due to a rounding error of a couple of cents.

Next, you need to listen to their responses and see if you can find something you can agree with. If you were wrong and they pointed out a valid mitigating factor, then you will be better off to agree and go from there. This doesn't mean change everything due to what they say in response, that is a bad thing. But when they are right and you are wrong, you have to admit it and change the finding. You will get respect because you listened and you admitted to a mistake rather than fighting tooth and nail to avoid admitting a mistake.

If you balance reports by mentioning things that you found that they did correctly, that helps too. Also, you may need to talk to your own boss about whether something is minor enough not to be brought up or when it needs to be brought up. People have more trouble with auditors who find only picky ridiculous things than with auditors who find genuinely major problems. Your organization will have its own standards on what needs to be in the report and what might be communicated informally. Your boss should give you guidance on this. If possible concentrate the most time and effort on major issues.

Now of course, you will always remain cordial and professional when talking to others. But truly you do not want to make friends with people outside your department who you may audit, that is a conflict of interest. If you are friends with Joe and you audit his group and he is the only person who doesn't have many issues, are they going to assume that his friendships is why you were easier on him? Best not to go there or you may end up either destroying your professional credibility or losing a friend.

You also have to develop a thick skin. Yes they are going to disagree and they may even say not so nice things about you. You have to rise above and not respond in kind. You have to understand, they are not mad at you as a person but at your job function. I had to learn this early on when I was a manpower specialist (people don't like being told they need fewer people either!) and it has served me well through the years. If you are in a not popular job, then negative reactions are part of that job and you have to learn to not let them get to you. It becomes almost a badge of pride that you found something major enough that it made them mad.

Kind of minor but when reporting or discussing call it the findings of the report not your findings. Then they can disagree with the report rather than you directly. You can defend the report - not your opinion.

One of the most important things to remember in the QA/Compliance fields is to remember that you are evaluating someone's work but that you are not trying to evaluate if it is good or could be better but rather if the product meets the requirements. When you report deficiencies report them neutrally, with out judgement or any personal attachment.

When Case A: when I do X, Y should happen: Actual Z happens

or

Feature X is required to have Y documentation but review was unable to find this documentation

Being a junior it is probably not your responsibility to harangue the developers or management about the status of the bug/audit report rework. When they are complete review the work and mark it corrected or return the report with it noted that the issue still exists. If they decide to go forward with out correcting them that is on the Dev or product manager.

As for how to make friends with the devs, when you are at lunch or just chatting, try to avoid work topics. If the devs want to talk about the requirements being bad just agree with them. Even if you understand why the requirement is there, agree the requirement is bad and let them know if they can get them changed it will make both of your lives easier. Never argue with developers about the requirements. Management sets them and the dev team should sign off on them(though I know that rarely happens in some places) but you are not the one setting policy, and neither are they, so debating the merits of the requirements is not going to produce any positive results. Better to deflect and stay on the same side of the issue as far as they are concerned.

Annak érdekében, hogy mit érjen, fejlesztőként beszélve, én grate vagyok, amikor valaki megtalálja a hibáimat, mielőtt az ügyfélhez érne. Lehet, hogy panaszkodom a hibákra, de ha azok legitimek, akkor valóban senkit nem lehet hibáztatni, csak önmagamat, a belső tesztünket vagy - ritkán - a specifikációt. Ezek egyike sem a QA hibája. Ne stresszeljen tovább, és segítsen nekünk segíteni az ügyfélnek!

Hogyan tudok fenntartani egy jó munkakapcsolatot, ha a munka politikailag kellemes lehet?

Ne korlátozza az emberekkel folytatott kapcsolatait csak a munkájának erre a szempontjára. Hadd ismerjék meg személyesen és szakmailag, és ne csak ezt az "ürességet", amely csak rossz hírekkel jelentkezik. Biztos vagyok benne, hogy ennél több van Önben.

Ezenkívül nézze meg, hogy kisebb darabokban megteheti-e az áttekintéseket és az előadásokat. Senki nem akarja hallani azt az 50 dolgot, amit rosszul tettek, amikor néhányat meg tudtok mutatni, és sok mást kijavítani tudtak, különösen, ha hasonló problémákról van szó. Lehet, hogy ez nem illeszkedik a vállalat fejlesztési folyamatába, de be lehet dolgozni.

Amikor fejlesztőkkel lép kapcsolatba, győződjön meg arról, hogy megközelítése és megfogalmazása együttműködő. A rendszer fejlesztésének ciklikus és folyamatosan fejlődő folyamataként (ami az) megfogalmazva az emberek tudják, hogy nem érdekli a hibáztatás. Tegyen meg mindent annak érdekében, hogy barátságos legyen, és koncentráljon az elvégzendő munkára.

Néhány pszichológiai olvasmány segíthet elkerülni azokat a helyzeteket és kifejezéseket, amelyeket az emberek hibásnak értelmezhetnek. Miután hosszabb ideig dolgozott ott, és jobban ismerik Önt, a legtöbb embernek vonzóbbá és együttműködőbbé kell válnia.

A menedzsment általában más motivációval bír, mint a személyzet. A lehető legvilágosabban és mennyiségileg meg kell határoznia a pénzügyi és jó hírnévvel kapcsolatos kockázatokat. Értékelni fogják, hogy mit javasol kompromisszumként - ezért mindenképp kínáljon működőképes alternatívákat azokra a kérdésekre, amelyekről tudja, hogy politikailag terheltek lesznek. Meg kell könnyítenie a helyes dolgok elvégzését, és továbbra is meg kell felelnie az üzleti igényeknek.

You're not in a position where you'll make many friends who don't have a motive for befriending you. At least you have to look at things that way. So you need to stay polite and professional to everyone outside your department. In those sorts of jobs it's best to do the same with your peers as well. One day you might be tasked to check on them.

That is a good working relationship.