How to set junior employees up for success in remote

Re:How to set junior employees up for success in remote by verve_rat on Monday June 27, 2022 @09:41AM (#31894471)

I'll add to that, the motivation to mentor someone really goes away the third or fourth time you see them hit the inflection point of the usefulness curve... just to be hired by someone else because $current_employer can't find an extra few grand to keep them.

I don't like training and mentoring people. I'm pretty good at it, but I try my damnest to avoid it now.

[ Parent | on HN ]

Re:How to set junior employees up for success in remote by MattGaiser on Monday June 27, 2022 @10:48AM (#31895323)

Yep, and why becoming one of the more senior members of a team is a reason I would leave a team. I wouldn't want to deal with on boarding people endlessly while still keeping up with my own work.

[ Parent | on HN ]

Re:How to set junior employees up for success in remote by treis on Monday June 27, 2022 @10:23AM (#31894981)

You should still do it. Those people leaving and going to other companies is good for you individually as it builds your network.

[ Parent | on HN ]

Re:How to set junior employees up for success in remote by folkrav on Monday June 27, 2022 @10:44AM (#31895260)

Not everyone likes the mentoring and pedagogy aspects as much, and that's fine IMHO. I do like it despite turnover and "wasting" resources on some people, but I'm coming from an education/instruction background. I can see how some profiles would not be really interested in doing that.

[ Parent | on HN ]

Re:How to set junior employees up for success in remote by treis on Monday June 27, 2022 @01:17PM (#31897640)

The GP said they didn't like it but did it anyway. They stopped because the developers they mentored would leave when they got good. My point is that it's better from them individually to mentor someone and have them leave because it builds their network.

[ Parent | on HN ]