This is a guest blog by Amanda Jerelyn
Without a proper career path in front of you, chances for further progress seem diluted at best. An engineering growth framework addresses such concerns expediently by providing ground rules and a wide-ranging action plan for those who wish to move ahead in their careers.
The growth framework offers tremendous insights; it focuses on how current jobs and operations can be improved, opens new doors for future opportunities, and accomplishes organizational goals, missions, and objectives.
An all-inclusive engineering growth framework also makes the entire process extremely fair and transparent so that there aren’t any blind corners or discrepancies for those who wish to evaluate their own performance. Both employees and employers can be on the same page, as well as know precisely what the next step should be.
It also acts as a definite tool to keep engineers aware of where they stand and what they need to do in order to move up the ladder. It therefore becomes quite a dominant motivational factor for those who identify themselves as a “go-getter”!
How to Utilize an Engineering Growth Framework
Confident employees have everything going for them. They are valuable assets for companies owing to their self-motivated and positive nature. They exhibit leadership qualities, aren’t afraid to take risks and tend to be extremely reliable. But what happens when that ‘confidence’ turns into arrogance? How do you deal with a cocky team member who gets onto everyone’s nerves because they are so full of themselves? Turning a blind eye over someone’s toxic attitude will not bring about any change. As the team leader, it is your responsibility to mentor that overconfident employee before their behavior affects your team’s productivity.