One other thing can be a problem: the adjustment after evaluation period does not match the performance/evidence. Maybe because of bias or something else.
In case the junior dev is highly performant but the adjustment is too minor, the employer is shooting themselves in the foot :) It is not easy to get a good dev, and if this one good dev doesn't feel appreciated, then this dev may leave to the competitor. This is not good for the survival of the employer's company. Do this often and the company will go bankrupt.
As for the junior dev, if getting disappointing adjustment, maybe the employer didn't see the amount of value generated? The junior dev need to improve communication skill or looking for better opportunity.
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One other thing can be a problem: the adjustment after evaluation period does not match the performance/evidence. Maybe because of bias or something else.
In case the junior dev is highly performant but the adjustment is too minor, the employer is shooting themselves in the foot :) It is not easy to get a good dev, and if this one good dev doesn't feel appreciated, then this dev may leave to the competitor. This is not good for the survival of the employer's company. Do this often and the company will go bankrupt.
As for the junior dev, if getting disappointing adjustment, maybe the employer didn't see the amount of value generated? The junior dev need to improve communication skill or looking for better opportunity.