While I think I understand what your point is, I'm not sure I agree.
In the company I work for (about 80 people here), it's not the university rookies that I have problems with: some are weak, some are excelent. But most of them come with a desire to learn, and will in most cases be exploited by PHB project managers that make them work very long hours. Have seen it happen again and again, with no productivity gain whatsoever.
But then, when that really excelent rookie hire appears, with an outstanding ROI, we just can't hire him/her or give him a decent salary, because of all the 'historic' figures that are on the company forever. That's why I cannot agree with a simplistic "juniors can't expect to earn the same salary as someone that has more experience". Some fully deserve it, don't get it, and then become just another layed back demotivated worker.
Thus, "It's all about being a worthily asset for the company, other than just being an simple asset.", can I assume that you offer stock options? Clearly defined rewards if success is reached?
Of course that its not all about the money, but so many portuguese bussiness owners like to forget about their employees once they reach success, and maintain the 'just an employee status'. Thus, it goes both ways. I'm not saying it is your case, but I could not infer otherwise from your text.
And finally: "that they really need to work had to make a difference"
What's working hard? To so many people working hard is working long hours almost every single day. My personal experience tells me most of the people that work long hours are either slackers (lots of coffee, lots of talk) or workaholics that do not always play well with others.
In the company I work for (about 80 people here), it's not the university rookies that I have problems with: some are weak, some are excelent. But most of them come with a desire to learn, and will in most cases be exploited by PHB project managers that make them work very long hours. Have seen it happen again and again, with no productivity gain whatsoever.
But then, when that really excelent rookie hire appears, with an outstanding ROI, we just can't hire him/her or give him a decent salary, because of all the 'historic' figures that are on the company forever. That's why I cannot agree with a simplistic "juniors can't expect to earn the same salary as someone that has more experience". Some fully deserve it, don't get it, and then become just another layed back demotivated worker.
Thus, "It's all about being a worthily asset for the company, other than just being an simple asset.", can I assume that you offer stock options? Clearly defined rewards if success is reached?
Of course that its not all about the money, but so many portuguese bussiness owners like to forget about their employees once they reach success, and maintain the 'just an employee status'. Thus, it goes both ways. I'm not saying it is your case, but I could not infer otherwise from your text.
And finally: "that they really need to work had to make a difference" What's working hard? To so many people working hard is working long hours almost every single day. My personal experience tells me most of the people that work long hours are either slackers (lots of coffee, lots of talk) or workaholics that do not always play well with others.