Comment by throwaway2037

Comment by throwaway2037 12 hours ago

    > culture of job-hopping

When using this phrase in this context, is your sentiment positive or negative? In my experience, each time I have a job offer for more money, I go and talk to my current line manager. I explain the new job offer, and ask if they would like to counteroffer. 100% (<-- imagine 48 point bold font!) of the time, my line manager has been simultaneously emotionally hurt ("oh, he's disloyal for leaving") and unsupportive of matching compensation. In almost all cases, an external recruiter found me online, reached out, and had a great new opportunity that paid well. Who am I to look away? I'm nothing special as a technologist, but please don't fault me for accepting great opportunities with higher pay.

    > Why would a company invest money in growing the technical skill set of an employee

What exactly is meant by "invest" here? In my career, my employers haven't done shit for me about training. Yet, 100% of them expect me to be up-to-date all the time on whatever technology they fancy this week. Is tech training really a thing in 2025 with so many great online resources? In my career, I am 100% self-trained, usually through blogs, technical papers, mailing lists, and discussions with peers.

shagie 11 hours ago

I'm unsure about how long your career has been.

At Taos, there was a monthly training session / tech talk on some subject.

At Network Appliance ('98-'09), there was a moderate push to go to trainings and they paid for the devs on the team I was on to go to the perl conference (when it was just down the road one year everyone - even the tech writers - went).

At a retail company that I worked at ('10-'14), they'd occasionally bring in trainers on some thing that... about half a dozen of the more senior developers (who would then be able to spread the knowledge out ... part of that was a formal "do a presentation on the material from the past two weeks for the rest of your team.")

However, as time went on and as juniors would leave sooner the appetite for a company to spend money on training sessions has dissipated. It could be "Here is $1000 training budget if you ask your manager" becoming $500 now. It could be that there aren't any more conferences that the company is willing to spend $20k to send a team to.

If half of the junior devs are going to jump to the next tier of company and the other half aren't going to become much better... why do that training opportunity at all?

Training absolutely used to be a thing that was much more common... but so too were tenures of half a decade or longer.

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hobs 5 hours ago

Then it sounds like you need to train them and also pay them better. Most people just want to stay at one company and not do the grind, but the lack of raises, poor treatment, and much better pay other places is blaming juniors for your companies problems.

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