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In this episode, Dave and Jamison answer these questions:

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1. \n

   I\u2019ve been working at a big software company for two years.\nSince joining, 10 people have left my team, which is more than 50% of my team. Usually it\u2019s the experienced developers who leave either for a different team, a different role or a different company altogether.

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   The latest departure of a peer who I\u2019ve been looking up to as a brilliant developer has been affecting my mood quite strongly. On one hand, I should be glad that I\u2019m becoming a more pivotal member of the team, having moved up in the \u201cseniority chain\u201d. On the other hand, I\u2019ve always believed the saying: \u201cIf you\u2019re the smartest person in the room, then you\u2019re in the wrong room\u201d.

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   Should I be concerned about this turnover rate? Is it considered normal? Why am I feeling different about this last departure than all of the previous ones?

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2. \n

   I am the tech lead on a team at a large tech company. One of the developers on our team has consistently struggled to meet deadlines and project deliverables. He frequently seems to invent his way into impossibly complex software problems. Additionally, he also seems to lack the ability to focus on a single thread, and tries to tackle diverse kinds of work in parallel. I\u2019ve tried to help mentor and coach him, advising him to stick to one problem at a time and try to raise his hand and has for help before he backs himself into a hermeneutically sealed NP-hard problem \u2014 but I haven\u2019t had much success. I wanted to see if you guys had any advice. Thanks a million!!!

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Actual study showing actual results that we actually linked in the show notes this episode: https://radford.aon.com/insights/infographics/2017/technology/q1-2017-turnover-rates-hiring-sentiment-by-industry-at-us-technology-companies