1. Explore their skillset with them 2. Learn their strengths 3. Give them ownership of small projects 4. Present them to stakeholders as being SMEs and make them defend their choices. At the same time collaborate and teach them as much as you can. Been working well w/ my team
How does your team support / grow junior designers? We're looking to create better infrastructure and support for them here at @figmadesign and seeking best practices...
Advice from small-to-mid-sized companies preferred given realistic size/scope, but open to all anecdotes!
-
-
- Još 4 druga odgovora
Novi razgovor -
-
-
Emphasise the *intrinsic value they bring.* Many are not "new to work," and instead have huge value from being former teachers, service workers, labourers, etc.
Remind them they are not a burden on anyone they work with.
Set high expectations of them, but give more time. -
Elicit their feedback in crits *first,* especially for curmudgeony know it alls. Support/cultivate their articulation of feedback.
Monitor the mentor-protege power dynamic; likely, more sr folks have just as much to learn from them.
Ask them how they would like to grow. - Još 2 druga odgovora
Novi razgovor -
-
-
We run side projects for them which nearly belongs to the original product. Side project helps them to understand and learn more about challenges, solution and better building. The good part is they are independent. At the same timeline, we also push them to work on [cont.]
-
smaller functionality of the live product. We've only 1 senior position, but greatly we manage to do a weekly session where we cover new techniques, how to do research, visual practice and so on which required to be a good designer.
- Još 2 druga odgovora
Novi razgovor -
-
-
- Connect with senior mentors, personally and group crits - Set clear expectations of what next career stage looks like - Give quick opportunities to impact business that allow for learning in safe settings - Support people who want to specialize how to focus & hone needed skills
-
- Set up a thorough onboarding program and assign a “buddy” for first few months - Require hiring hypotheses and decisions to consider mentorship availability for high growth potential candidates
Kraj razgovora
Novi razgovor -
-
-
Ask / discuss what skill they want to get better at. Then set up ways for them to practice, get coaching, and get feedback from those with that skill. One way I've done this is to setup a weekly 1:1 devoted to the topic and ask them to bring stuff to review/discuss.
-
Doing this tells them it is not only ok, but expected that they work on the skill AND it's an explicit request for the feedback focusing on the minutia of that skill. After a while, they are just doing it and getting better as part of the rest of their work.
Kraj razgovora
Novi razgovor -
Čini se da učitavanje traje već neko vrijeme.
Twitter je možda preopterećen ili ima kratkotrajnih poteškoća u radu. Pokušajte ponovno ili potražite dodatne informacije u odjeljku Status Twittera.