Employee engagement is a hot topic at the moment, and 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 man-city.net’s Talent Managers, Raisa Meiswinkel, explains the ways in which career path planning, career succession, and change management all work towards facilitating positive sầu employee engagement.

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The factors working against employee engagement are vast, và a great portion of them fall under management issues. For years, the professional landscape has presented the same, conventional career path to lớn the workforce: work hard, improve your skills, get promoted and become a manager.

But what if you don’t want lớn move 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 to 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 & succession, retaining talent remains a top priority for Raisa. Millennials and GenZs are notorious for moving from one company to lớn another faster than any previous generations, và 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 khổng lồ different departments within the company, & we would rather move sầu talent internally in order to find the perfect fit than lose that individual to another company.” In addition lớn this, Raisa mentions it’s a key area of focus to lớn ensure managers regularly sit down with employees and roadbản đồ their career plan khổng lồ ensure there is a line of sight and a way of getting there.

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Within man-city.net, Chief of Talent, Thelmé Janse van Rensburg, and Chief of Education, Amy Johnson are prime examples of ways in which employees have started out in junior positions, và have moved their way up to lớn the C-Suite.

However, if you’re concerned about having little to no option but to lớn move inlớn 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 khổng lồ accommodate everyone’s abilities – including yours.

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What is an individual contributor?

Companies such as Google và Hubspot have sầu opened their arms khổng lồ this movement of non-management. Employees are presented two career paths lớn consider: the first follows the same trajectory as the traditional approach khổng lồ people management while the other focuses on transforming you inkhổng lồ a guru in your respective sầu discipline and becoming an individual contributor.

It serves you if you’re an ambitious professional who wants lớn become an authority in your field but would prefer not khổng lồ rely on the work of others khổng lồ achieve 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 và experience và looks at your raw talent in your role within the organisation.

With this said, it’s not a move 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 and how can you mentor them lớn become better than they were the day before?

It comes down to finding your niđậy, focusing your efforts on improving that, & making meaningful contributions khổng lồ your organisation in your capađô thị as an individual contributor.

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The benefits of the individual contributor career path

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 to lớn be held baông chồng by the progress of others. As you move sầu up the career path in terms of seniority, you’ll be given more responsibility khổng lồ identify problems, create projects và exedễ thương plans – all in your time và at your own paceFreedom: individual contributors that are able lớn 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 to lead challenging projects that speak khổng lồ your strengths & your stimulation

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