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[quote=Anonymous][quote=Anonymous][quote]I always wonder how people like you end up in management. 0 leadership/mentorship skills because it's "just" a contractor. [/quote]

Contractors work differently.  You hire a contractor because that person has the skills that you need right now, usually to do some specific task.  You are not hiring someone with more general skills who can "grow into" a position.  You are not concerned about that person's professional development, training, etc., because that is something that contractors do on their own (or maybe with their own contracting companies).  There is no reason to send a contractor to some seminar that might have value in a year if the contract is only for six months.  The entire employment relationship is different.[/quote]

Not always. I could be wrong but it sounds like one of those contract-to-hire roles, where the person is employed by a third-party agency. Why would a conversion even be discussed if the employee was only needed for a project? (I'm aware of contractors as 1099 employees rather than W2. Of course your description applies to them. There's no "try before you buy" because they have a proven track record and probably just prefer being a contractor for various reasons.)

More and more companies are "hiring" people via this scheme, to avoid potentially decreasing headcount down the line. These companies have little interest in developing junior talent, and there are often empty promises of conversion to FTE.

Maybe this employee sucks -- how can we know? But the fact that OP wants to avoid a tough conversation shows that they are not management material.[/quote]

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