[halfshark]

Some people do ask that question. I love when that happens. And I answer as I did in the section "what to do if you don't know what to do." I explain, for example, that I can't see a clear path for advancement for them, and ask them to brainstorm with me. Or I tell them that I'm not sure what we can teach them. And then I let them decide.

This isn't supposed to be a trap. It's supposed to be an honest conversation between two adults about how a working relationship is going to work. I have as much responsibility to the applicant as they have to me.

[NedStarkkk]

I think an honest conversation like you said is good and a working relationship will be helpful. PS: Maybe what you can "teach" your employees is not so important, but some other things do, like opportunities，other brilliant colleagues that you can offer. They can figure out how to be better themselves :)

[halfshark]

The self-improving employee is my favorite kind! I do like to be as useful as I can be, though. The highest leverage thing I can do as a manager is help to make the people who work for me more effective.