A reader writes:
In the present day I had my first 1:1 with a brand new worker. On the time he was employed, we had been filling two roles, one mid-level and one entry-level, they usually each began final week. He didn’t interview properly sufficient for the mid-level place, however we provided him the entry-level function and he accepted. Nonetheless, right this moment it was clear that he’s upset about being at a decrease degree than the remainder of the workforce and indicated that he wouldn’t assist the opposite new worker since they had been at a better degree than him. I had them doing preliminary coaching collectively, because the technical abilities are the identical, however the greater degree candidate has delicate abilities that this disgruntled worker lacks. In the present day he requested how quickly he might be promoted, and when he may shadow a workforce whose work is properly outdoors the scope of the function for which he was employed.
Is it cheap that I’m a bit of miffed? I wish to assist his skilled progress, however once I mentioned it wasn’t potential for him to affix them inside a yr (there’s a one-year mark for promotion issues), he was shocked. What’s one of the best ways to reset his expectations? Am I loopy to count on him to work on the workforce that employed him?
I reply this query — and three others — over at Inc. right this moment, the place I’m revisiting letters which were buried within the archives right here from years in the past (and generally updating/increasing my solutions to them). You can learn it right here.
Different questions I’m answering there right this moment embody:
- Scholar workers are utilizing me for remedy
- Worker is available in on his days off to make use of a pc
- “Is that this worker eligible for re-hire?”