RE: Employee experience dilemma....

Subject: RE: Employee experience dilemma....
From: "Carnall, Jane" <Jane -dot- Carnall -at- compaq -dot- com>
To: "'TECHWR-L'" <techwr-l -at- lists -dot- raycomm -dot- com>
Date: Fri, 12 May 2000 17:12:31 +0100

Lisa (not 23) wrote:
>On the other hand, I would definitely not advocate putting her feelings or
>her education ahead the company's needs. That is, if fixing what she's done
>is going to take more time and result in an inferior product as opposed to
>what would result if you were to take charge of the project and have her
>work in a different capacity.

On the other hand, training/mentoring a newbie into an experienced technical
writer is (or ought to be) a company need: and done badly (for example, by
giving her the impression that you think nothing she does is right) she may
just decide to take her training and walk out in a year or two, so that the
company loses everything it's invested in her.

It's a question, it seems to me, of long-term gain v. short-term gain:
investment in training isn't just a matter of paying for training courses or
time spent by experienced staff in mentoring new staff, but of accepting
that a newbie won't do the same quality of work at the same speed as an old
hand, and shouldn't be expected to do so. For a while, a newbie is going to
do lower-quality work at a lower speed: that's an inevitable phase. If she's
made to feel bad, she'll go somewhere else, and if she's as good as
described and *wants* to be a technical author, that would be a shame.

Jane Carnall
Technical Writer, Compaq, UK
Unless stated otherwise, these opinions are mine, and mine alone.

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