Read on Twitter
As someone who onboarded and mentored new hires at a former employer I am upset on @malwaaare’s behalf for what happened to her recently.
Companies that hire juniors expecting them to work like seniors but won’t invest in their development are gatekeeping.
They failed her.
Companies that hire juniors expecting them to work like seniors but won’t invest in their development are gatekeeping.
They failed her.
As a facilitator if someone is struggling your job is to find a way to connect with them and bring them up to speed gently but urgently. If their employment is on the line, let them know in clear uncertain terms and create an action plan so they don’t feel rudderless.
Too many people are non confrontational and don’t want to have those difficult discussions so they give vague or no feedback, then decisions are made without your mentee having a chance to course correct. Their path has been chosen without them.
This is a common bad practice
This is a common bad practice
My last leadership position I had to pull a new hire aside and tell him how close he was to getting let go. Like, we already had the paperwork done. I showed him where everyone signed it but me. We did an action plan and went over best practices. A year later he was promoted.
Once he learned our system of doing things he felt empowered to make suggestions on how to improve practices. He was less argumentative and the customers noticed. People who previously gave up on him started asking for his input. He was part of a team vs a guy who worked there.
Mentor your juniors. Support new hires. Don’t trial by fire them because that is what was done to you. My life mottos are do less harm and leave things better than when you found them. If you do your best to help others succeed and they STILL fail, that’s on them.
