Young colleague wants to resign, I would like him to stay

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I've started a new position recently, where I'm managing, orchestrating would be more the term, a wide range of software developers.



One of the guy, a 20 to 25 years old, has seen his previous team decimated by resignments. He is now the oldest in term of this workplace experience and technical know how.



Despite his valuable experience but because of young age, my direct line manager does not trust him with more powers. One of his weakness is that he is not great in explaining technical matters to people who are new to the technical know-how of the company.



I know he is thinking of resigning, as he is often taking calls from external employers (I caught glimpse of his personal mailbox, which was full of Linkedin requests asking him if he is considering, joining forces with another company)



I would like him to stay, he is young, ambitious, he knows things and he has potential to grow.



Except than raising his wages, which I doubt is a good strategy in the long run, what can I do to make stay?



  • Provide him training?

  • Involve him more in the day to day of the decision making?

Thanks for any insights you will be able to provide as I wish to gain more skills on retaining people.






management human-resources






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    I've started a new position recently, where I'm managing, orchestrating would be more the term, a wide range of software developers.



    One of the guy, a 20 to 25 years old, has seen his previous team decimated by resignments. He is now the oldest in term of this workplace experience and technical know how.



    Despite his valuable experience but because of young age, my direct line manager does not trust him with more powers. One of his weakness is that he is not great in explaining technical matters to people who are new to the technical know-how of the company.



    I know he is thinking of resigning, as he is often taking calls from external employers (I caught glimpse of his personal mailbox, which was full of Linkedin requests asking him if he is considering, joining forces with another company)



    I would like him to stay, he is young, ambitious, he knows things and he has potential to grow.



    Except than raising his wages, which I doubt is a good strategy in the long run, what can I do to make stay?



    • Provide him training?

    • Involve him more in the day to day of the decision making?

    Thanks for any insights you will be able to provide as I wish to gain more skills on retaining people.






    management human-resources






    share























      up vote
      0
      down vote

      favorite









      up vote
      0
      down vote

      favorite











      I've started a new position recently, where I'm managing, orchestrating would be more the term, a wide range of software developers.



      One of the guy, a 20 to 25 years old, has seen his previous team decimated by resignments. He is now the oldest in term of this workplace experience and technical know how.



      Despite his valuable experience but because of young age, my direct line manager does not trust him with more powers. One of his weakness is that he is not great in explaining technical matters to people who are new to the technical know-how of the company.



      I know he is thinking of resigning, as he is often taking calls from external employers (I caught glimpse of his personal mailbox, which was full of Linkedin requests asking him if he is considering, joining forces with another company)



      I would like him to stay, he is young, ambitious, he knows things and he has potential to grow.



      Except than raising his wages, which I doubt is a good strategy in the long run, what can I do to make stay?



      • Provide him training?

      • Involve him more in the day to day of the decision making?

      Thanks for any insights you will be able to provide as I wish to gain more skills on retaining people.






      management human-resources






      share













      I've started a new position recently, where I'm managing, orchestrating would be more the term, a wide range of software developers.



      One of the guy, a 20 to 25 years old, has seen his previous team decimated by resignments. He is now the oldest in term of this workplace experience and technical know how.



      Despite his valuable experience but because of young age, my direct line manager does not trust him with more powers. One of his weakness is that he is not great in explaining technical matters to people who are new to the technical know-how of the company.



      I know he is thinking of resigning, as he is often taking calls from external employers (I caught glimpse of his personal mailbox, which was full of Linkedin requests asking him if he is considering, joining forces with another company)



      I would like him to stay, he is young, ambitious, he knows things and he has potential to grow.



      Except than raising his wages, which I doubt is a good strategy in the long run, what can I do to make stay?



      • Provide him training?

      • Involve him more in the day to day of the decision making?

      Thanks for any insights you will be able to provide as I wish to gain more skills on retaining people.






      management human-resources




      management human-resources





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      John Legas

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