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Most orgs do this to themselves. They don’t train management. They overstaff the teams without thinking of capacity and structural needs. Then they do whatever they can to cut costs, not fully understanding the cost of hiring. bryanl/1381286259151278080Permalink On twitter.com
♻️ 35 Retweets ❤️ 203 Favorites 2021 Apr 11 Mood -1 🙁
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…in reply to @jefflembeck
“People job hop too much” - ok but what’s your plan for retention? Why are your numbers terrible? Do you understand what this does to the company overall when 2-3 years is your _long shot goal_?Permalink On twitter.com
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…in reply to @jefflembeck
What’s your total comp like? What’s your career ladder situation? Are finance and HR constantly working against you or do they share your goals? This is all part of it. Who manages teams? How many reports? What’s the growth plan for management? What’s their responsibilities?On twitter.com
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…in reply to @jefflembeck
All of this matters and if you don’t have straight forward answers, then get ready for people who don’t understand the technical debt you have and thus will create more on top of it or will throw out and rebuild because they have to because you had a rotating castPermalink On twitter.com
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…in reply to @jefflembeck
I read at some point that working in a shitty and unmoveable codebase actually causes burnout. It’s true. You spin your wheels forever. Those codebases are famously bad at places with shit retention, which perpetuates itself.Permalink On twitter.com
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…in reply to @jefflembeck
I can’t wait until people feel safe to job hop post-Covid. Every place is going to take a retention hit like they haven’t seen in years, and not just the bad ones! A lot of engineers have been stacking cash and could use a vacation. They’re gonna peace the fuck out.Permalink On twitter.com