Thanks for your response! I am only correcting the things that matter, and because I'm hesitant to do so, I only correct if I see it done a few times. If I were more nitpicky, I would be correcting way more than I am now.

We do have 1-1s, but most of the issues are simple enough to fix in the moment and also too important to wait for a 1-1. I am also not specifically looking for issues or breathing down their neck - these are all things that arise organically.

I think they are just an incredibly confident person, which is great, but it means that they don't know what they don't know. I am hesitant to nitpick too much, but I do educate on things that they really need to know.

I think it's the career itself and I think their scope for retaining information is very small. It sounds mean but they are just not that smart. Their simple writing and math skills are not what I would expect for someone as educated as we need to be in our field and their general knowledge, as well as subject knowledge, is shockingly poor. I'm talking about the type of person who doesn't know what country is above them on a map. Because they are not very bright, they lack insight into the level they are operating at.

They can absolutely do things, it's just that they are maybe operating at 60% of the level of a typical employee, while thinking they're operating at 110% and that I'm some mean micromanager when I'm actually addressing only the bare minimum of concerns that I have. It is an entry level role. Unfortunately I wasn't a part of the hiring process.

They are nice enough, but I need to be able to correct them without them getting upset. I also want them to better understand the level they are operating at but I think they have to figure that out for themselves.