Absolutely had this in my new role, I'm about to hit a year on and have an excellent performance review which has since assuaged my concerns of imposter syndrome or having lost my touch after spending two years in a public-sector hellhole. Went from "Star QB" in an MS shop to "Holy Shit WTF is this Kubernetes shit even doing and how do I get my job done." Stressed as I may have been, it was temporal and I've gotten good lessons from it.
If I have any takeaways from this past year:
For Managers:
Add in some amount of check-in one-on-ones to keep folks aware of their performance and standing. As good a manager as my supervisor is, ours were oriented towards ensuring I was happy with the role and not wanting to leave quickly and waste the 30K recruiter fee. For that matter, I'm not one[0] to go seek validation from others and especially not when they're already over burdened with "real" meetings.
For Engineers:
Even if you're not "Senior" in terms of $TECHNOLOGY, you're (hopefully) Senior in terms of your soft-skills. If you're left scratching your head wondering "how the fuck do I get this deployed" or "what the fuck is the development cycle" or "why the fuck is there an 11 step baby-sitting process for the local development workflow" - these are opportunities to add in documentation, scripts, or process changes to the firm. If you've done your shopping right, they're probably amenable to these changes.
Personally, I scripted our local Docker Compose development workflow such that one has a clean-slate environment with one script, and can build and patch any project's Docker image / Docker Compose service with one script as well. Somehow we lacked this, but everyone had their cotdamn minds blown when I put that out there for feedback - and here I was thinking it was some silly scripts they'd likely turn their nose up at.
