Individual contributor là gì
Employee engagement is a hot topic at the moment, & it’s not hard to understvà 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 to lớn business outcomes.2 One of aaaarrghh.com’s Talent Managers, Raisa Meiswinkel, explains the ways in which career path planning, career succession, và change management all work towards facilitating positive sầu employee engagement.
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The factors working against employee engagement are vast, & 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 và become a manager.
But what if you don’t want khổng lồ move sầu inlớn 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 lớn 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 asmix Hiring Managers seek when considering new employees.
When it comes to lớn career path planning and succession, retaining talent remains a top priority for Raisa. Millennials và GenZs are notorious for moving from one company to another faster than any previous generations, and 26% of Millennials surveyed rated employee satisfaction as the most important value in supporting a business’s long-term success. This presents a unique & interesting challenge for Talent departments across the board.5
“We support individuals who wish khổng lồ move lớn different departments within the company, và we would rather move sầu talent internally in order to lớn find the perfect fit than thua that individual lớn another company.” In addition lớn this, Raisa mentions it’s a key area of focus lớn ensure managers regularly sit down with employees và roadmap their career plan to ensure there is a line of sight & a way of getting there.
Within aaaarrghh.com, 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, & have moved their way up to lớn the C-Suite.
However, if you’re concerned about having little to no option but khổng lồ move into lớn a people-management role as your career progresses, there is another solution. A new career path – one defined by specialisation rather than negotiation. Becoming an individual contributor is one way that the world of work is seeking lớn accommodate everyone’s abilities – including yours.
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Companies such as Google và Hubspot have sầu opened their arms to lớn this movement of non-management. Employees are presented two career paths khổng lồ consider: the first follows the same trajectory as the traditional approach lớn people management while the other focuses on transforming you inkhổng lồ a guru in your respective discipline and becoming an individual contributor.
It serves you if you’re an ambitious professional who wants khổng lồ become an authority in your field but would prefer not lớn rely on the work of others to lớn achieve results.
Individual contribution speaks lớn 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 khổng lồ time & 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 lớn help them reach their full potential in the same role & how can you mentor them to lớn become better than they were the day before?
Having a defined career path for individual contributors can benefit you if you identify with this form 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 khổng lồ be held back by the progress of others. As you move up the career path in terms of seniority, you’ll be given more responsibility to lớn identify problems, create projects và exexinh đẹp plans – all in your time và at your own paceFreedom: individual contributors that are able khổng lồ prove their value to 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 khổng lồ lead challenging projects that speak lớn your strengths và your stimulation
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