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> at which time we'll consider you for promotion. This can backfire, is this same training resource made available to the other devs in the team ? , are they b
by teitoklien 2y ago
> at which time we'll consider you for promotion.
This can backfire, is this same training resource made available to the other devs in the team ? , are they being passed away for this promotion by guaranteeing it to the new entrant.
The original poster specifically said its a small tight knit personal community of devs, if they could self promote inside, they would have provided training to existing dev itself.
After demoting this person, they’ll need to hire a new senior dev, what’s the guarantee they will need 2 senior devs anytime soon ?
Guaranteeing a future promotion if training goals are met would be a disingenuous commitment and dangerous for team building if other existing devs are not given equal opportunity to compete for that promotion.
It would be even more complex.
- ethbr1 2y agoI definitely wouldn't guarantee it. But I think at least extending the possibility seems reasonable, given the fault. If they're outright fired, that says something to the existing team too, and especially in smaller shops where each head holds valuable knowledge, I'm not sure that's the company-benefiting message to send either. Plus if the individual chooses to leave, "I think we all noticed that so-and-so wasn't a good fit for the senior role. We extended them the opportunity to realign to a different level, which they declined" is a message I'd feel more comfortable presenting to the team. "We're not going to immediately shitcan you..." is a powerful truth for retention in small teams/companies. Especially coupled "... but we expect you to perform to your level, and we will address things if we see someone underperforming." I do agree with other comments that do-nothing and ignoring the problem will be cancer to building a high-performing team.