My footnotes from the video below
- There is no such thing as a “flat” organization.
- Bringing a career ladder into your organization can help you with hiring and retaining engineers.
- People need to see that their career is progressing at your company. Otherwise, why would they stay?
- Recognition and rewards are big part of keeping people engaged and making them feel valued. Telling only “you are doing great” means nothin.
- People want to get feedback on whether they are successful at company.
- People care a lot about career growth. Personal growth is becoming a major driver for candidates.
- A career ladder specifies what level an engineer can attain. Numbers like L1,L2.. titles like Mid, Sr.
- Promotions usually come with a compensation adjustment. But compensation doesn’t have to be tied directly to levels.
- The senior level is your anchor. Senior is only level that anyone understand.
- https://docs.google.com/spreadsheets/d/1k4sO6pyCl_YYnf0PAXSBcX776rNcTjSOqDxZ5SDty-4/edit?gid=0#gid=0
- After you develop the ladder, you have to execute.