I think some of this is based on the time horizon of the company. Larger companies (especially those who favored promoting from within) historically have had la

I think some of this is based on the time horizon of the company. Larger companies (especially those who favored promoting from within) historically have had large batches of fresh graduates, and trained and mentored them. Without these programs, they wouldn't have future executive talent. Smaller companies had less relative incentive. By the time someone is good, you might be flipping the company, or bankrupt. (This isn't to say it's not worth doing, just less incented) This shift was one of the largest differences I had to adjust to going from large to small. (It isn't just that mentoring isn't rewarded, it's that there are short term disincentives - the benefits from mentoring likely come in the next company, or the one after that) What's this mean? Just that the burden is on the mentee.