I don't like training and mentoring people. I'm pretty good at it, but I try my damnest to avoid it now.
In software I've seen this to be a huge problem. In other disciplines my observations are that it's not as bad.
The turnover issues is something that could use a lot more exploration. Nothing is going to change until it impacts those who are distant from the front line engineers. The managers of the engineers know about the problems. The executives over them are distant from the problem.
What do you mean? Because companies are leaving a lot of money on the table, unable to complete software projects, and unable to solve the problems they care about just because of it.
You mean it in some way other than monetary impact?
It is about pay. If you switched jobs in the past year, you got a massive raise. If you stuck around, you got peanuts, if anything.
I am sure there is some sort of game psychology explanation on HR's behaviour and equally, from an employee perspective, the cost/inertia of following through with a job change will probably weight in HR's favor.
Money is why a lot of young devs quit, but it’s not the only reason.
I've seen junior devs getting promotions in several cases because they were that good. On the other hand, I've seen several less performant junior devs that are treated as completely replaceable. This was in companies where mentoring actually happened.
I agree, and for this reason, I don't like the framing of the editorialized headline, which lays blame only the Junior employee. We also have to consider this a failing among management, whether that be a direct supervisor who isn't taking an active enough role in the junior's development, or a higher manager who is giving out too much work so as to leave no one time for development.
ETA: the submitted headline has since changed.
I've seen a lack of willingness be mentored / coached. Not directly of folks I have worked with but as a bystander. There's not one clear reason but there is an overtone of entitlement.
What do you mean by this? They were arrogant?
Most questions I could only get an answer from was about business requirements because they were either too busy or didn't knew much more about the part I was working on.
Not sure if my situation is usual though, even for interns after COVID started.
When I was a jr engineer I was paired with some senior people who showed me the ropes. They expected it would take some time to come up to speed and intentionally worked to help me get there. They took my college degree as "proof I could learn" and then taught me what I needed to know.
Over the last decade, I've seen less and less mentoring. Even before COVID and in office environments. The productivity expectations are just so high so often. It's hard to succeed in that environment.