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It sounds to me like you really care about mentees being successful and are investing a lot of time/effort. I believe you can change your outlook a bit into kno

It sounds to me like you really care about mentees being successful and are investing a lot of time/effort. I believe you can change your outlook a bit into knowing it's moreso on them to flourish. For example, you sound extremely hands-on for a mentor. I would not do all of their coding for them. IMO it's not your job to teach how to use a framework. But instead of assuming they "should" know things, you could assume they are skilled but at different aspects of development. So from this perspective, a mentor might give additional topics to brush up on to be successful in the job. And still be super open to providing internal career advice, helping with company-specific things, etc. It sounds like maybe a lot of what you write here is important for mentee success yet not being communicated. You could probably be more upfront about team expectations, and let them know what a typical dev workload will look like. Hiring is tough, and some people are not able to perform as well as expected. That can be frustrating, but it's not your fault. You may want to clarify how the company evaluates new hires so you know the process.

refulgentis 3y ago
Wanted to put in a plug for this comment: it's honestly stunningly rare and a real credit to you to think about it carefully in these terms.
NicoJuicy 3y ago
Thanks. A lot of this is similar to what I encountered/observed, to the point where I thought to check the hiring process too. > For example, you sound extremely hands-on for a mentor. I would not do all of their coding for them. Well. I guide them through keywords to look up, so they can find more info about their current issue and then ask them to come back when they need to know more or still have further issues ( I do want to see they put in some effort in finding the issue first, depending on the issue ofc). The problem is after some back and forth. If it takes a relatively long time, I sometimes do the coding for them ( a lot less the last years) and I still think it's a difficult balance. Once you fix their problem with pair programming, I tend to get into an akward situation, where it's expected to do that more from their side, which I don't want to do. To the point of the actual request of : "can you take over my screen" or "can you do it for me". Fyi, that's an example of the current senior situation. I hit the "can you do it for me" feedback loop really fast this time.

refulgentis 3y ago

Wanted to put in a plug for this comment: it's honestly stunningly rare and a real credit to you to think about it carefully in these terms.

NicoJuicy 3y ago

Thanks. A lot of this is similar to what I encountered/observed, to the point where I thought to check the hiring process too. > For example, you sound extremely hands-on for a mentor. I would not do all of their coding for them. Well. I guide them through keywords to look up, so they can find more info about their current issue and then ask them to come back when they need to know more or still have further issues ( I do want to see they put in some effort in finding the issue first, depending on the issue ofc). The problem is after some back and forth. If it takes a relatively long time, I sometimes do the coding for them ( a lot less the last years) and I still think it's a difficult balance. Once you fix their problem with pair programming, I tend to get into an akward situation, where it's expected to do that more from their side, which I don't want to do. To the point of the actual request of : "can you take over my screen" or "can you do it for me". Fyi, that's an example of the current senior situation. I hit the "can you do it for me" feedback loop really fast this time.