I am loathe to take advice from Andy Grove, only because I feel that employment rules of engagement have changed drastically when he was a manager.
In the last 5 years, I've seen the minimum time in Silicon Valley to stay at a job drop precipitously from 2 years (the norm that I'm used to going back 20 years) down to 1 year. I see a lot of jumping around, especially at the more junior end of the spectrum, where total comp can jump by 30-50k in the first 3-5 years of experience.
And young people know this, because everyone shares their salaries and total comp openly. This is a big change from my generation. So they're aggressively leaving after the first year, moving a couple of times and earning a lot more than they would have if they simply stayed at their job for 2-4 years.
One thing young people want is to be mentored aggressively, and for them to get their careers on track immediately. I try to cater to this by meeting with them once a week, to show them that I actually do care about their career path, and also selfishly, in hopes that they don't want to leave within a year and I'm left trying to fill another headcount. If I left the 1:1 to once a month, then I would only see them less than half a dozen times before they've decided they're going to leave.
But if they know that I'm working with them to further their experience, that they're not stuck in a rut and if they stay with me, that they can trust me and they won't get screwed doing all the boring grunt work, then I have a hope they will stay 2+ years with me before they leave.
It is not clear though that the OP is from SV, or indeed what % of people reading this are from SV.
I am not, and although I have hopped a few jobs recently (not due to chasing salary) and it has been 'forgiven' by the market, the usual is still >2yr where I am based.
In the last 5 years, I've seen the minimum time in Silicon Valley to stay at a job drop precipitously from 2 years (the norm that I'm used to going back 20 years) down to 1 year. I see a lot of jumping around, especially at the more junior end of the spectrum, where total comp can jump by 30-50k in the first 3-5 years of experience.
And young people know this, because everyone shares their salaries and total comp openly. This is a big change from my generation. So they're aggressively leaving after the first year, moving a couple of times and earning a lot more than they would have if they simply stayed at their job for 2-4 years.
One thing young people want is to be mentored aggressively, and for them to get their careers on track immediately. I try to cater to this by meeting with them once a week, to show them that I actually do care about their career path, and also selfishly, in hopes that they don't want to leave within a year and I'm left trying to fill another headcount. If I left the 1:1 to once a month, then I would only see them less than half a dozen times before they've decided they're going to leave.
But if they know that I'm working with them to further their experience, that they're not stuck in a rut and if they stay with me, that they can trust me and they won't get screwed doing all the boring grunt work, then I have a hope they will stay 2+ years with me before they leave.
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