3 ms·
> That's a natural result of favoring short term goals over long term investment It’s extremely hard to justify investing in junior engineers when the trend in
by cj 5y ago
> That's a natural result of favoring short term goals over long term investment
It’s extremely hard to justify investing in junior engineers when the trend in our industry is to jump between jobs every 1-3 years. What’s the point of hiring and training/mentoring anyone if the industry average tenure is less than, say, 5 years?
I think calling it artificial is going a bit too far.
At least from my perspective, our entire industry is relatively new (if you look purely at the average / median years of experience in out industry).
5-7 years is often considered “senior”, while in other industries it can take 10-15+ years to really be considered “senior” in your role.
It’s not surprising that many companies want “senior” level experience since “senior” really just means “not a beginner” at many companies. And not surprising that companies are reluctant to hire junior devs when jumping between jobs is so commonplace.
- ehnto 5y agoYou're both looking at the same problem but one is describing the horse and one is describing the cart, we're not sure which goes first but only one of us has any agency to tip the scales and that's employers. Employees will do whatever is best for them, but an employer can attempt to make sure what's best for them is to stay at their company.
- bluefirebrand 5y ago> It’s extremely hard to justify investing in junior engineers when the trend in our industry is to jump between jobs every 1-3 years. Employees job hop to get raises and title changes. If employers were more willing to invest in anyone, not just Juniors, this wouldn't be as much a problem. Some people do want to job hop a lot, but many don't. This industry is actively hostile to the people who might otherwise be loyal to their employer, because it does not reward loyalty at all.
- hellisothers 5y agoYes this! Both most recent companies I’ve been at have/had problems retaining good people, especially past 4 years. At this point I think there must be some adage among leadership that is better to get fresh meat after a while. That said I have known peers to go in and say they are looking at leaving and all of a sudden a solution is found…
- rightbyte 5y agoIf employers would have a pay 'stair' for new programmers jumping would not be advantageous. The root problem is employers punnishing not job hopping.
- adrianN 5y agoThere are many things companies can do to improve employee retention. Regular raises, promotions, internal transfers for people who like new challenges, pension plans, etc. Instead quotas for churn are somehow popular.