Employee engagement is a hot topic at the moment, và it’s not hard to lớn underst& why. 85% of employees are not engaged or are actively disengaged at work, resulting in approximately $7 trillion in lost productivity.1 Employee engagement is critical as it’s directly linked lớn business outcomes.2 One of man-đô thị.net’s Talent Managers, Raisa Meiswinkel, explains the ways in which career path planning, career succession, and change management all work towards facilitating positive employee engagement.Bạn đã xem: Individual contributor là gì
The factors working against employee engagement are vast, and a great portion of them fall under management issues. For years, the professional landscape has presented the same, conventional career path to the workforce: work hard, improve your skills, get promoted and become a manager.
Bạn đang xem: Individual contributor là gì
But what if you don’t want khổng lồ move sầu into lớn a people-management role? Gallup has found that only one in ten managers currently in the role exhibit all the natural talents of a good manager.3
And with management contributing khổng lồ 70% of the variations in employee engagement4, bad management could be the downfall of an organisation.Employee Engagement Strategies
Raisa highlights the fact that within any organisation lies an inherent need for large-scale change management. Clear communication & regular discussions surrounding ways in which an organisation plans on moving forward is at the heart of this. Adaptability towards structural changes is a key asphối Hiring Managers seek when considering new employees.
When it comes to career path planning và succession, retaining talent remains a top priority for Raisa. Millennials and GenZs are notorious for moving from one company to another faster than any previous generations, & 26% of Millennials surveyed rated employee satisfaction as the most important value in supporting a business’s long-term success. This presents a chất lượng & interesting challenge for Talent departments across the board.5
“We support individuals who wish khổng lồ move sầu khổng lồ different departments within the company, and we would rather move sầu talent internally in order lớn find the perfect fit than thất bại that individual to another company.” In addition to this, Raisa mentions it’s a key area of focus to ensure managers regularly sit down with employees & roadbản đồ their career plan to ensure there is a line of sight and a way of getting there.
Within man-thành phố.net, Chief of Talent, Thelmé Janse van Rensburg, & Chief of Education, Amy Johnson are prime examples of ways in which employees have sầu started out in junior positions, and have moved their way up lớn the C-Suite.
Companies such as Google and Hubspot have opened their arms lớn this movement of non-management. Employees are presented two career paths lớn consider: the first follows the same trajectory as the traditional approach to lớn people management while the other focuses on transforming you inkhổng lồ a guru in your respective discipline và becoming an individual contributor.
It serves you if you’re an ambitious professional who wants to become an authority in your field but would prefer not khổng lồ rely on the work of others lớn achieve sầu results.
Individual contribution speaks khổng lồ the sentiment that just because you’re an excellent programmer, you might not be an excellent programming line manager. It moves away from the idea that you should be promoted because you “deserve” it due lớn time and experience & looks at your raw talent in your role within the organisation.
With this said, it’s not a move sầu way from leadership.
Leadership is simply redefined for the individual contributor: what can you teach others to help them reach their full potential in the same role và how can you mentor them khổng lồ become better than they were the day before?
The benefits of the individual contributor career path
Having a defined career path for individual contributors can benefit you if you identify with this khung of progress but it also adds benefit khổng lồ the organisation. Here are the top benefits of developing yourself as an individual contributor, rather than as a people manager:Independence: as an individual contributor, you’re less likely lớn be held back by the progress of others. As you move sầu up the career path in terms of seniority, you’ll be given more responsibility to identify problems, create projects và exeđáng yêu plans – all in your time & at your own paceFreedom: individual contributors that are able khổng lồ prove sầu their value lớn a company will be given license to lớn work on the things that they think are important. If you identify as an individual contributor, you’ll be expected lớn lead challenging projects that speak to your strengths and your stimulation
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