At IT By Design, everyone meets with a manager quarterly to discuss current job performance and future career plans. Part of the process involves discussing where an employee fits at present within a spectrum of nine boxes ranging from “at risk” to “high performance.”
“We collaborate with them on where they are today, which box they fit in, and which box they want to go to,” Kaila says. The output of that conversation is a concrete career development plan.
Importantly, Kaila emphasizes, career development needn’t be synonymous with advancement. Promising employees who wish to grow into more demanding roles should be encouraged to do so. Capable people who want to stay in their current role forever, though, should be supported as well.
“If that’s what makes them happy, just give them the right environment,” Kaila says, along with a little more money on a regular basis to keep up with expenses.
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