{ "media_type": "text", "post_content": "How do you get a Staff 2 to start acting like a Senior? The one I work with more resembles an intern sometimes. Not in their work quality, but just in the mindset of owning your work.", "post_id": "5dcde0ae35adc90024ae848b", "reply_count": 8, "vote_count": 4, "bowl_id": "564a5cdb94887803001dd07c", "bowl_name": "Accounting" }

How do you get a Staff 2 to start acting like a Senior? The one I work with more resembles an intern sometimes. Not in their work quality, but just in the mindset of owning your work.

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Set clear expectations at the start of engagements and ding them in reviews if they don’t deliver. That said, in my experience not taking ownership is one of the hardest things to correct and is usually a sign someone won’t make it very far.

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Ding them in the review as much as you want. Just know they’ll still probably be promoted to senior.

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Maybe that person isn’t planning on staying that long and it shows with ownership?

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Have you assigned specific areas to them? If so, start emphasizing it is “their areas,” like saying “how are YOUR areas?” That at least makes it clear that you are expecting them to take things to completion, therefore owning their work product.

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My senior did this with me and I loved it! I was able to utilize all my skills and do my best without constantly checking with them :) and then become a senior myself!

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I am a staff 2 and I can have difficulty with this on new things.

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Give them responsibility... not tasks. Here are the 5 areas and deadline. Tell me how you are going to do it and give me daily updates.

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Teach them how to do it.

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