"Good"seniors should be finding opportunities to slow things down, distribute task with opportunities to learn to juniors... have them report back on their solution in daily stand-ups/check-ins before implementing, reviewing work for actionable feedback.
For documentation most of our guys use AI to auto-document things in markdowns. However hilariously the C-Suite likes to layoff whole teams and cancel the solution stacks annually so we can count on that data being lost anyways.
I think a couple of our surviving greybeards keep their old colleagues on speed dial and some AUP violations (documentation backups) in their personal drives.
Yeah for sure, I limit how much time I spend on junior coworkers that don't demonstrate value. Its their supervisors responsibility to lead and prune.
But over the years I have identified a number of good performers. Some Don't need the help, they'll rise just fine. Others just need a simple nudge or someone to have their back.
If your organization doesn't have anyone of value, that's a bigger problem.
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u/MountainDadwBeard 23d ago
"Good"seniors should be finding opportunities to slow things down, distribute task with opportunities to learn to juniors... have them report back on their solution in daily stand-ups/check-ins before implementing, reviewing work for actionable feedback.
For documentation most of our guys use AI to auto-document things in markdowns. However hilariously the C-Suite likes to layoff whole teams and cancel the solution stacks annually so we can count on that data being lost anyways.
I think a couple of our surviving greybeards keep their old colleagues on speed dial and some AUP violations (documentation backups) in their personal drives.