A reader writes:
Right this moment 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, and so they each began final week. He didn’t interview effectively sufficient for the mid-level place, however we provided him the entry-level position and he accepted. Nevertheless, right now it was clear that he’s upset about being at a decrease stage than the remainder of the workforce and indicated that he wouldn’t assist the opposite new worker since they had been at the next stage than him. I had them doing preliminary coaching collectively, because the technical expertise are the identical, however the increased stage candidate has delicate expertise that this disgruntled worker lacks. Right this moment he requested how quickly he could possibly be promoted, and when he might shadow a workforce whose work is effectively exterior the scope of the position for which he was employed.
Is it cheap that I’m slightly miffed? I wish to assist his skilled development, however after I mentioned it wasn’t attainable for him to hitch them inside a yr (there’s a one-year mark for promotion issues), he was shocked. What’s the easiest way 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 now, the place I’m revisiting letters which have been 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 now embrace:
- 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?”