I was recently asked to mentor someone on another team, but being as though i haven’t had a raise in over 2 yrs and coworkers I relied on are laid off I declined that ‘opportunity’. I would mentor another teammate because it helps me individually, but ill be damned if i stick my neck out for the company who is making record profits quietly shedding good talent and hiring new cheaper replacements.
You have to build a training plan for fresh. Measure at the macro, not micro.
Did the important things get done over the year? Great.
Coach for impact, end to end problem ownership, initiative, efficient communication, follow and follow through.
Delegate mentoring to those who you see as good examples. Credit the mentors for excellence in mentoring. Credit the rookies for improvement.
Micromanaging is not a scalable or effective approach
I was recently asked to mentor someone on another team, but being as though i haven’t had a raise in over 2 yrs and coworkers I relied on are laid off I declined that ‘opportunity’. I would mentor another teammate because it helps me individually, but ill be damned if i stick my neck out for the company who is making record profits quietly shedding good talent and hiring new cheaper replacements.