Just as the tools and processes in building a product must be documented and improved over time ... so too must the compensations of the employees be improved, documented via employee handbooks, and communicated by culture that "if our business succeeds - you will succeed for it is written!"
and the talented, who are focused on their craft - will feel that the company will take care of them _as a matter of course_.
If the talent feels a Quality of Life upgrading process is met - then they will stop wondering how green the grass is somewhere else. Then and only then will the business be ready to foster a culture of mentorship, collaboration, and documentation from Senior to Junior.
It makes me very sad to see a junior developer I had taken onto my team at my last company 3 years ago - a budding talent in systems who didn't know how to ask for help - is still considered a "junior developer." if you don't know how to give people hope don't be surprised if they're hopeless.
and the talented, who are focused on their craft - will feel that the company will take care of them _as a matter of course_.
If the talent feels a Quality of Life upgrading process is met - then they will stop wondering how green the grass is somewhere else. Then and only then will the business be ready to foster a culture of mentorship, collaboration, and documentation from Senior to Junior.
It makes me very sad to see a junior developer I had taken onto my team at my last company 3 years ago - a budding talent in systems who didn't know how to ask for help - is still considered a "junior developer." if you don't know how to give people hope don't be surprised if they're hopeless.