Shuffling and shakes to the team are not natural and that it cost, sometimes a lot. You need to dose and do it carefully.
If shuffling is necessary, be sure that they won’t happened less than nine months or one year one after the another. Be sure that your mentors are not grinding and the other developers are not exhaustive.
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Rule of thumb, when the mentors busy with the juniors, the others need to balance the equation.
They get more core tasks and be the part that allowing the mentors to mentors and the juniors to study. They are responsible for the progress of the product. It can be a very burden to be such a developer over time
A company prefers to recruit experienced developers. Their output is better. The solutions that they select are more robust, creative and scalable. The medium-senior developer understands the problems, and probably, knows how to avoid traps and how to minimize the number of bugs. Besides, these developers code is faster and they work independently.
But money is the crucial resource in our world, and junior developers are cheaper significantly. In addition, there are a lot of junior developers, and it can be tempting to recruit one of them.
Have you ever wondered what career opportunities a developer has? What directions are open, beyond what horizons to grow. And most importantly, where are developers beyond the age of 45? Is there a developer among your friends who is over 45? I know several developers beyond this age, and many of them are hardcore programmers who even saw punch cards back in the day.
A good mentor is a blessing, as most of us need guidance and direction to navigate our lives. Finding a good mentor requires identifying, asking, nurturing and maintaining a relationship.
A good mentor, if we are lucky, can empower our career and provide us with untapped opportunities.
❤️ Brainstash Inc.