You’re mentoring a junior employee who is struggling with technical skills. How can you help them succeed?

Support a struggling junior employee: Assessment: Identify weaknesses. Clear Goals: Set expectations. Tailored Learning: Provide relevant resources. Hands-On Practice: Encourage application. Mentorship: Offer one-on-one guidance. Regular Check-Ins: Schedule updates. Constructive Feedback: Provide specifics. Encourage Questions: Foster inquiry. Professional Development: Identify exposure. Adaptability: Be patient and flexible. Realistic Goals: Set achievable targets. Create a supportive environment for the junior employee's skill development and success.

Using 5Whys in the rootcause analysis has shown to be useful for me. It was really beneficial in revealing Root Causes since its iterative questioning drives us to peel back layers of symptoms, diving down to the root basis of the problem. This avoids quick fixes and ensures long-term solutions. In my instance, it identified skill gaps that I would have otherwise overlooked. This enabled targeted development and helps to avoid similar problems in the future.

Metas SMART (Específicas, Mensuráveis, Atingíveis, Relevantes e com Prazo) s?o fundamentais para guiar o crescimento de um funcionário júnior. Dividir essas metas em etapas gerenciáveis e oferecer suporte ao longo do processo impulsiona o desenvolvimento das habilidades necessárias. Por exemplo, se a meta é melhorar as habilidades de programa??o: Meta específica: Dominar uma linguagem de programa??o para projetos internos. Etapas gerenciáveis: Concluir um curso online introdutório, desenvolver um projeto simples, participar de revis?es de código, etc. Prazos: Concluir o curso em um mês, finalizar o projeto em dois meses, etc.

As a mentor, I want my mentee to succeed and providing them with the right support and the right tools is key. What I often do is connect them with someone else on the team who is more knowledgeable in the technical skill area. This new partnership fosters growth for both parties.

Desenvolver um colaborador Júnior obviamente requer mais "comando e controle" do que um pleno ou sênior. Um funcionário Júnior que enfrenta dificuldades técnicas necessita, pois, de orienta??o(do que se trata a tarefa ou rotina, para que serve, por quê é feita, quais os impactos da mesma), de acompanhamento (check se feita corretamente, check se feita dentro do prazo, check se feita com qualidade) e de material de suporte (um procedimento escrito, um padr?o, um manual de consulta). No come?o o colaborador irá tirar dúvidas diretamente com seu instrutor. Depois come?ará a usar o material escrito. Por fim, os checks que antes eram mais rotineiros come?ar?o a se tornar mais espa?ados.

It will be essential to monitor and follow through with feedback once you have a defined target and SMART goal. I often coach my direct reports twice a month as one method of doing this. We make sure to complete the tasks we agreed on, and it's an avenue to provide a channel for the coachee to let me know if he encounters any obstacles that require assistance that are outside of his control.

Feedback is important and it should be given on a consistent basis. Feedback allows for trouble shooting and offers the junior employee the opportunity to ask questions and consequently to improve their technical skills.

Guide your junior employee by gently encouraging and supporting their skill development, ensuring that they progress without feeling overwhelmed or excessively pressured.

I love the word "empower". Empowering someone means helping them feel strong and able to make choices and do things on their own. It's about giving support and making them feel confident and motivated to reach their goals.

If you have a great mentor/mentee relationship, your mentee will likely bring up their difficulties with technical skills even before you have to bring the issue up. Together, you can explore solutions in a way that the mentee feels supported.