Employee Relations
How To Talk To Your Manager About Burnout
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Navigating career paths and progression in a workplace requires a thoughtful understanding of individual needs and aspirations. In traditional corporate culture, moving into managerial roles is often seen as the primary path to advancement. However, not every employee seeks to become a manager.
Some find their fulfilment in deepening their expertise as individual contributors (ICs), focusing on the complexities of their craft rather than team management. It's crucial for HR generalists and people ops leaders to recognize and support these professionals, creating an inclusive environment that encourages a variety of career trajectories.
This article will delve into the world of ICs who prefer not to manage, exploring their needs and offering strategies to ensure their growth and satisfaction within the organization.
In the realm of career progression, we often operate under the assumption that the ultimate goal of any professional is to climb the corporate ladder, ultimately securing a managerial position. This viewpoint is deeply ingrained in our collective understanding of success, often painting a picture of upward mobility that includes supervising a team, strategic decision-making, and organizational leadership. However, not every professional aspires to this traditional trajectory. Many find their satisfaction and fulfillment in remaining Individual Contributors (ICs).
These ICs, who may be engineers, data scientists, designers, or any other type of professional, are experts in their respective fields who prefer to deepen their technical knowledge and hone their skills rather than pivot into managing teams. They find their career fulfillment in the pursuit of mastery of their chosen domain, continually pushing the boundaries of their technical expertise.
Understanding this unique career preference begins with recognizing that the desire to lead or manage is not innate in every individual. Many ICs are highly passionate about their work and thrive on the autonomy and hands-on nature of their role. They take immense satisfaction in seeing the tangible results of their efforts and prefer to have a direct impact on their work products or services.
ICs may also have a natural inclination towards introspection and individual work, valuing deep work over frequent collaboration or group coordination. This is not to say they do not value teamwork or collaboration; rather, their primary source of job satisfaction is tied closely to their personal contributions.
In addition, some ICs might be deterred by the additional responsibilities and challenges that come with management roles. The shift from a technical role to a managerial one often involves dealing with people-related issues, administrative tasks, and a higher degree of responsibility that some individuals might prefer to avoid.
Understanding and acknowledging these preferences is the first step toward creating a work environment that supports a variety of career aspirations. It moves away from a one-size-fits-all approach to career progression and moves towards a more inclusive and personalized approach. It respects the aspirations of ICs and recognizes the immense value they can bring to the organization without being pushed into the managerial mold.
By appreciating that not everyone aspires to be a manager, organizations can better cater to the needs of their ICs, creating a work culture that encourages diverse career paths and supports employees in their unique professional journeys.
Not at all. It's not a bad thing if an Individual Contributor (IC) doesn't want to become a manager. People have different career aspirations, skills, and interests, and it's important for organizations to recognize and respect these differences.
ICs often excel in their area of expertise and may prefer to deepen their technical skills and knowledge rather than pivot into people management. For these individuals, their passion lies in the tangible, hands-on work they do, and they may derive more satisfaction from this than they would from managerial tasks.
Additionally, managerial roles come with responsibilities such as team leadership, conflict resolution, strategic planning, and administrative duties that may not appeal to everyone. Some ICs may not feel suited to these tasks or may not want to move away from the technical or creative work they love.
Forcing or encouraging someone to take a managerial position when they don't have an interest or the necessary skills for it could lead to ineffective management, employee dissatisfaction, and decreased productivity. It's better for both the individual and the organization if people are in roles that align with their strengths and interests.
Therefore, it's essential for organizations to offer multiple career paths, including those that allow employees to advance and gain recognition without moving into management. This approach respects and values the contributions of all employees, regardless of their career preferences, and can lead to a more engaged and productive workforce.
To support ICs effectively, organizations must put mechanisms in place that recognize, reward, and provide growth opportunities for these professionals.
In traditional organizations, the career path often leads employees from individual contributor roles into managerial positions. However, for employees who prefer to stay technical experts or individual contributors (ICs), this traditional career path may not align with their career aspirations or strengths. This is where the concept of a dual career ladder comes into play.
The dual career ladder is a human resource management strategy that allows professionals to advance in their careers without moving into managerial roles. This system creates two distinct but parallel paths for advancement: one leading to managerial positions, and the other allowing for progression within technical or specialist roles.
For example, a software engineer who excels in their role but does not want to become a manager would traditionally hit a "ceiling" in their career advancement. With a dual career ladder, they could continue to advance as a senior engineer, lead engineer, fellow, or in any number of other elevated IC roles designed to acknowledge their growing expertise and contributions.
The establishment of a dual career ladder starts with creating role definitions and progression levels for technical or specialist paths. This should be designed to be equivalent to the managerial ladder in terms of prestige, compensation, and opportunity. It's essential to ensure that those on the technical path are not seen as less important or valuable than their managerial counterparts.
Next, clear criteria for progression should be set. This can be based on factors such as technical skills, the complexity of tasks handled, impact of contributions, problem-solving abilities, and more. The objective should be to acknowledge and reward deepening expertise and increasing impact within the employee's chosen field.
Then, organizations must ensure that these alternative paths are visible and well-communicated. This visibility is key to make sure that employees know they have multiple options for career growth and that choosing to remain an IC doesn't limit their career progression or earning potential.
Dual career ladders can enhance job satisfaction, improve retention rates, and attract a broader talent pool. It sends a clear message that the organization values expertise and individual contributions, not just management skills. It empowers ICs to excel in their chosen fields and helps the organization retain and leverage deep technical expertise that would otherwise be lost if these professionals were pushed into unsuitable managerial roles.
Rewarding and recognizing employees is essential to keeping them motivated, committed, and satisfied in their jobs. This holds equally true for Individual Contributors (ICs) who may not wish to move into managerial roles but still seek acknowledgement for their work and contributions.
While financial compensation is undoubtedly important, it's only one facet of a comprehensive reward and recognition strategy. Recognition of an IC's work can often be just as meaningful, if not more so, than a simple monetary reward.
One powerful way to recognize ICs is through public acknowledgment of their achievements. This could take the form of shout-outs during team meetings, company-wide emails, or even features in company newsletters or on the intranet. Public recognition can greatly increase an IC's sense of achievement and belonging.
Companies can also implement formal award programs to celebrate and reward the contributions of ICs. These awards can be given based on peer nominations or management decisions, and they can highlight various achievements, such as innovative problem-solving, exceptional project completion, or exemplary service to clients.
Rewarding ICs with promotions or more advanced titles is another form of recognition. This can help validate the IC's expertise and make them feel valued for their work. It's important that these promotions are meaningful and come with increased responsibility or complexity in tasks, not just a title change.
Providing opportunities for further learning and skill development is another form of recognition. This could be through sponsored training programs, conferences, or educational courses. It shows the IC that the company values their professional growth and is willing to invest in their future.
While not the only form of recognition, financial rewards remain a significant motivator. These could include salary increases, bonuses, or stock options. Financial rewards should reflect
Continuous learning is a crucial element of career progression, especially for Individual Contributors (ICs) who are experts in their field and are motivated by the opportunity to further deepen their skills and knowledge. Organizations can support these ICs by providing ample learning and development opportunities.
One way to support ICs is by providing access to formal training and courses, which could include technical training, leadership development programs, language courses, or any other skill-enhancing training that's relevant to their roles. These courses can be provided in-house or outsourced to professional training organizations. Online learning platforms like Coursera, Udemy, or LinkedIn Learning also offer a wide array of courses that ICs can benefit from.
Encouraging ICs to attend industry conferences and workshops can provide them with opportunities to learn about the latest trends, technologies, and best practices in their field. This not only enhances their knowledge and skills, but also allows them to network with other professionals and experts.
Some organizations offer tuition reimbursement as part of their benefits package. This allows ICs to pursue further education, such as advanced degrees or certifications, that can help them deepen their expertise.
Establishing a mentoring or coaching program can also facilitate the professional development of ICs. Experienced colleagues or external coaches can provide valuable guidance and insights, helping ICs navigate their career path and overcome professional challenges.
Offering opportunities for job rotation or cross-training can help ICs gain a broader understanding of the organization and its operations. This exposure to different roles and departments can enhance their skills, increase their versatility, and potentially uncover new areas of interest.
For ICs in certain fields, providing opportunities to conduct research or contribute to industry publications can be an excellent way to advance their expertise. This not only benefits the ICs themselves but can also enhance the reputation of the organization within the industry.
Working with ICs to develop personalized skills development plans can be a powerful way to support their growth. These plans should align with the IC's career goals, the skills they wish to develop, and the needs of the organization.
Investing in learning and development opportunities not only benefits ICs but also the organization. It leads to a more skilled, versatile, and motivated workforce, which in turn can increase productivity, improve the quality of work, and enhance the organization's competitiveness. By actively supporting the development of their ICs, organizations send a strong message that they value their employees and are committed to their professional growth.
Mentorship programs are an invaluable resource for individual contributors (ICs) looking to develop their skills, navigate their career paths, and gain insights from experienced colleagues. Establishing a successful mentorship program can significantly enhance ICs' professional development and engagement. Here's a deeper look into mentorship programs and their key elements.
Mentorship programs are designed to provide a supportive environment where less experienced employees (mentees) can learn from more experienced colleagues (mentors). Mentors can offer guidance on career growth, provide insights based on their own experiences, and help mentees develop their skills and knowledge. This relationship can be invaluable to ICs who are looking to deepen their expertise without necessarily moving into a management role.
An effective mentorship program starts with the selection of the right mentors. Mentors should ideally be individuals who have deep expertise in their field and a genuine interest in helping others grow. They should have excellent interpersonal skills and a willingness to share their knowledge and experiences.
The matching process is critical to the success of a mentorship program. It's important to consider factors such as the IC's career goals, areas they want to develop, and their personal interests when matching them with a mentor. Some organizations use formal matching processes, while others allow mentees to select their own mentors, based on their specific learning goals.
While the mentor-mentee relationship should be allowed to develop naturally, providing some structure can help ensure that the program is effective. This could include setting up regular check-ins, providing guidance on the types of topics to discuss, or providing resources to help mentors and mentees navigate their relationship.
While mentors are typically experienced professionals, they may not be experienced in mentoring. Providing training can help them understand their role and responsibilities, learn effective mentoring techniques, and manage any challenges that might arise in the mentoring relationship.
Regular evaluation of the mentorship program is essential to ensure it's delivering the intended benefits. Feedback should be sought from both mentors and mentees about their experiences, the progress made, and any areas for improvement. This can help refine and improve the program over time.
In conclusion, mentorship programs are a powerful way to support ICs' learning and development. By providing guidance, insight, and a supportive learning environment, these programs can help ICs grow in their roles, improve their performance, and enhance their career satisfaction.
To truly engage and retain ICs, give them the freedom to take ownership of their work and engage in complex projects. By assigning them challenging tasks, you are not only increasing their job satisfaction but also leveraging their skills and creativity for the company's innovation and growth.
The ultimate objective is not to force every employee into a 'one-size-fits-all' career trajectory. Instead, it's about facilitating an environment that respects individual skills and preferences and provides the resources necessary for each person to thrive. Understanding and supporting ICs who don’t want to manage is a strategic move that can significantly contribute to creating a diverse, engaged, and high-performing workforce.
Autonomy and challenging projects are key elements in supporting the job satisfaction and growth of Individual Contributors (ICs). Let's dive deeper into each of these elements.
Autonomy refers to the degree of control and independence that employees have over their work. For ICs who don't wish to manage others, having autonomy can be particularly important. They often thrive when they have the freedom to make decisions about their work, approach tasks in the way they think is best, and take ownership of their projects.
Providing autonomy doesn't mean leaving ICs to figure everything out on their own. Instead, it's about trusting them with significant responsibilities, allowing them to exercise their judgment, and giving them room to innovate and experiment. This trust and freedom can be highly motivating for ICs and can lead to increased job satisfaction, productivity, and commitment to the organization.
To successfully provide autonomy, it's important that clear expectations and guidelines are set. ICs should understand their goals and the standards they need to meet. Regular check-ins and feedback are also key to ensure that they're on track and to address any challenges they may encounter.
Challenging projects are another crucial aspect of supporting ICs. They are often driven by a desire to tackle complex problems, improve their skills, and make meaningful contributions. Challenging projects provide the intellectual stimulation that many ICs crave.
Assigning ICs to challenging projects involves identifying tasks or roles that will stretch their abilities, push their limits, and provide opportunities for them to learn and grow. It's about finding the right balance between their current skills and the demands of the project, creating what is often referred to as "stretch assignments."
Challenging projects should be accompanied by the necessary support and resources. ICs should feel that they're being challenged but not overwhelmed. They should have access to the guidance, training, or tools they need to successfully navigate these tasks.
Use AllVoices as your employee relations platform to create a safe space for your employees to speak up and be heard.
Navigating career paths and progression in a workplace requires a thoughtful understanding of individual needs and aspirations. In traditional corporate culture, moving into managerial roles is often seen as the primary path to advancement. However, not every employee seeks to become a manager.
Some find their fulfilment in deepening their expertise as individual contributors (ICs), focusing on the complexities of their craft rather than team management. It's crucial for HR generalists and people ops leaders to recognize and support these professionals, creating an inclusive environment that encourages a variety of career trajectories.
This article will delve into the world of ICs who prefer not to manage, exploring their needs and offering strategies to ensure their growth and satisfaction within the organization.
In the realm of career progression, we often operate under the assumption that the ultimate goal of any professional is to climb the corporate ladder, ultimately securing a managerial position. This viewpoint is deeply ingrained in our collective understanding of success, often painting a picture of upward mobility that includes supervising a team, strategic decision-making, and organizational leadership. However, not every professional aspires to this traditional trajectory. Many find their satisfaction and fulfillment in remaining Individual Contributors (ICs).
These ICs, who may be engineers, data scientists, designers, or any other type of professional, are experts in their respective fields who prefer to deepen their technical knowledge and hone their skills rather than pivot into managing teams. They find their career fulfillment in the pursuit of mastery of their chosen domain, continually pushing the boundaries of their technical expertise.
Understanding this unique career preference begins with recognizing that the desire to lead or manage is not innate in every individual. Many ICs are highly passionate about their work and thrive on the autonomy and hands-on nature of their role. They take immense satisfaction in seeing the tangible results of their efforts and prefer to have a direct impact on their work products or services.
ICs may also have a natural inclination towards introspection and individual work, valuing deep work over frequent collaboration or group coordination. This is not to say they do not value teamwork or collaboration; rather, their primary source of job satisfaction is tied closely to their personal contributions.
In addition, some ICs might be deterred by the additional responsibilities and challenges that come with management roles. The shift from a technical role to a managerial one often involves dealing with people-related issues, administrative tasks, and a higher degree of responsibility that some individuals might prefer to avoid.
Understanding and acknowledging these preferences is the first step toward creating a work environment that supports a variety of career aspirations. It moves away from a one-size-fits-all approach to career progression and moves towards a more inclusive and personalized approach. It respects the aspirations of ICs and recognizes the immense value they can bring to the organization without being pushed into the managerial mold.
By appreciating that not everyone aspires to be a manager, organizations can better cater to the needs of their ICs, creating a work culture that encourages diverse career paths and supports employees in their unique professional journeys.
Not at all. It's not a bad thing if an Individual Contributor (IC) doesn't want to become a manager. People have different career aspirations, skills, and interests, and it's important for organizations to recognize and respect these differences.
ICs often excel in their area of expertise and may prefer to deepen their technical skills and knowledge rather than pivot into people management. For these individuals, their passion lies in the tangible, hands-on work they do, and they may derive more satisfaction from this than they would from managerial tasks.
Additionally, managerial roles come with responsibilities such as team leadership, conflict resolution, strategic planning, and administrative duties that may not appeal to everyone. Some ICs may not feel suited to these tasks or may not want to move away from the technical or creative work they love.
Forcing or encouraging someone to take a managerial position when they don't have an interest or the necessary skills for it could lead to ineffective management, employee dissatisfaction, and decreased productivity. It's better for both the individual and the organization if people are in roles that align with their strengths and interests.
Therefore, it's essential for organizations to offer multiple career paths, including those that allow employees to advance and gain recognition without moving into management. This approach respects and values the contributions of all employees, regardless of their career preferences, and can lead to a more engaged and productive workforce.
To support ICs effectively, organizations must put mechanisms in place that recognize, reward, and provide growth opportunities for these professionals.
In traditional organizations, the career path often leads employees from individual contributor roles into managerial positions. However, for employees who prefer to stay technical experts or individual contributors (ICs), this traditional career path may not align with their career aspirations or strengths. This is where the concept of a dual career ladder comes into play.
The dual career ladder is a human resource management strategy that allows professionals to advance in their careers without moving into managerial roles. This system creates two distinct but parallel paths for advancement: one leading to managerial positions, and the other allowing for progression within technical or specialist roles.
For example, a software engineer who excels in their role but does not want to become a manager would traditionally hit a "ceiling" in their career advancement. With a dual career ladder, they could continue to advance as a senior engineer, lead engineer, fellow, or in any number of other elevated IC roles designed to acknowledge their growing expertise and contributions.
The establishment of a dual career ladder starts with creating role definitions and progression levels for technical or specialist paths. This should be designed to be equivalent to the managerial ladder in terms of prestige, compensation, and opportunity. It's essential to ensure that those on the technical path are not seen as less important or valuable than their managerial counterparts.
Next, clear criteria for progression should be set. This can be based on factors such as technical skills, the complexity of tasks handled, impact of contributions, problem-solving abilities, and more. The objective should be to acknowledge and reward deepening expertise and increasing impact within the employee's chosen field.
Then, organizations must ensure that these alternative paths are visible and well-communicated. This visibility is key to make sure that employees know they have multiple options for career growth and that choosing to remain an IC doesn't limit their career progression or earning potential.
Dual career ladders can enhance job satisfaction, improve retention rates, and attract a broader talent pool. It sends a clear message that the organization values expertise and individual contributions, not just management skills. It empowers ICs to excel in their chosen fields and helps the organization retain and leverage deep technical expertise that would otherwise be lost if these professionals were pushed into unsuitable managerial roles.
Rewarding and recognizing employees is essential to keeping them motivated, committed, and satisfied in their jobs. This holds equally true for Individual Contributors (ICs) who may not wish to move into managerial roles but still seek acknowledgement for their work and contributions.
While financial compensation is undoubtedly important, it's only one facet of a comprehensive reward and recognition strategy. Recognition of an IC's work can often be just as meaningful, if not more so, than a simple monetary reward.
One powerful way to recognize ICs is through public acknowledgment of their achievements. This could take the form of shout-outs during team meetings, company-wide emails, or even features in company newsletters or on the intranet. Public recognition can greatly increase an IC's sense of achievement and belonging.
Companies can also implement formal award programs to celebrate and reward the contributions of ICs. These awards can be given based on peer nominations or management decisions, and they can highlight various achievements, such as innovative problem-solving, exceptional project completion, or exemplary service to clients.
Rewarding ICs with promotions or more advanced titles is another form of recognition. This can help validate the IC's expertise and make them feel valued for their work. It's important that these promotions are meaningful and come with increased responsibility or complexity in tasks, not just a title change.
Providing opportunities for further learning and skill development is another form of recognition. This could be through sponsored training programs, conferences, or educational courses. It shows the IC that the company values their professional growth and is willing to invest in their future.
While not the only form of recognition, financial rewards remain a significant motivator. These could include salary increases, bonuses, or stock options. Financial rewards should reflect
Continuous learning is a crucial element of career progression, especially for Individual Contributors (ICs) who are experts in their field and are motivated by the opportunity to further deepen their skills and knowledge. Organizations can support these ICs by providing ample learning and development opportunities.
One way to support ICs is by providing access to formal training and courses, which could include technical training, leadership development programs, language courses, or any other skill-enhancing training that's relevant to their roles. These courses can be provided in-house or outsourced to professional training organizations. Online learning platforms like Coursera, Udemy, or LinkedIn Learning also offer a wide array of courses that ICs can benefit from.
Encouraging ICs to attend industry conferences and workshops can provide them with opportunities to learn about the latest trends, technologies, and best practices in their field. This not only enhances their knowledge and skills, but also allows them to network with other professionals and experts.
Some organizations offer tuition reimbursement as part of their benefits package. This allows ICs to pursue further education, such as advanced degrees or certifications, that can help them deepen their expertise.
Establishing a mentoring or coaching program can also facilitate the professional development of ICs. Experienced colleagues or external coaches can provide valuable guidance and insights, helping ICs navigate their career path and overcome professional challenges.
Offering opportunities for job rotation or cross-training can help ICs gain a broader understanding of the organization and its operations. This exposure to different roles and departments can enhance their skills, increase their versatility, and potentially uncover new areas of interest.
For ICs in certain fields, providing opportunities to conduct research or contribute to industry publications can be an excellent way to advance their expertise. This not only benefits the ICs themselves but can also enhance the reputation of the organization within the industry.
Working with ICs to develop personalized skills development plans can be a powerful way to support their growth. These plans should align with the IC's career goals, the skills they wish to develop, and the needs of the organization.
Investing in learning and development opportunities not only benefits ICs but also the organization. It leads to a more skilled, versatile, and motivated workforce, which in turn can increase productivity, improve the quality of work, and enhance the organization's competitiveness. By actively supporting the development of their ICs, organizations send a strong message that they value their employees and are committed to their professional growth.
Mentorship programs are an invaluable resource for individual contributors (ICs) looking to develop their skills, navigate their career paths, and gain insights from experienced colleagues. Establishing a successful mentorship program can significantly enhance ICs' professional development and engagement. Here's a deeper look into mentorship programs and their key elements.
Mentorship programs are designed to provide a supportive environment where less experienced employees (mentees) can learn from more experienced colleagues (mentors). Mentors can offer guidance on career growth, provide insights based on their own experiences, and help mentees develop their skills and knowledge. This relationship can be invaluable to ICs who are looking to deepen their expertise without necessarily moving into a management role.
An effective mentorship program starts with the selection of the right mentors. Mentors should ideally be individuals who have deep expertise in their field and a genuine interest in helping others grow. They should have excellent interpersonal skills and a willingness to share their knowledge and experiences.
The matching process is critical to the success of a mentorship program. It's important to consider factors such as the IC's career goals, areas they want to develop, and their personal interests when matching them with a mentor. Some organizations use formal matching processes, while others allow mentees to select their own mentors, based on their specific learning goals.
While the mentor-mentee relationship should be allowed to develop naturally, providing some structure can help ensure that the program is effective. This could include setting up regular check-ins, providing guidance on the types of topics to discuss, or providing resources to help mentors and mentees navigate their relationship.
While mentors are typically experienced professionals, they may not be experienced in mentoring. Providing training can help them understand their role and responsibilities, learn effective mentoring techniques, and manage any challenges that might arise in the mentoring relationship.
Regular evaluation of the mentorship program is essential to ensure it's delivering the intended benefits. Feedback should be sought from both mentors and mentees about their experiences, the progress made, and any areas for improvement. This can help refine and improve the program over time.
In conclusion, mentorship programs are a powerful way to support ICs' learning and development. By providing guidance, insight, and a supportive learning environment, these programs can help ICs grow in their roles, improve their performance, and enhance their career satisfaction.
To truly engage and retain ICs, give them the freedom to take ownership of their work and engage in complex projects. By assigning them challenging tasks, you are not only increasing their job satisfaction but also leveraging their skills and creativity for the company's innovation and growth.
The ultimate objective is not to force every employee into a 'one-size-fits-all' career trajectory. Instead, it's about facilitating an environment that respects individual skills and preferences and provides the resources necessary for each person to thrive. Understanding and supporting ICs who don’t want to manage is a strategic move that can significantly contribute to creating a diverse, engaged, and high-performing workforce.
Autonomy and challenging projects are key elements in supporting the job satisfaction and growth of Individual Contributors (ICs). Let's dive deeper into each of these elements.
Autonomy refers to the degree of control and independence that employees have over their work. For ICs who don't wish to manage others, having autonomy can be particularly important. They often thrive when they have the freedom to make decisions about their work, approach tasks in the way they think is best, and take ownership of their projects.
Providing autonomy doesn't mean leaving ICs to figure everything out on their own. Instead, it's about trusting them with significant responsibilities, allowing them to exercise their judgment, and giving them room to innovate and experiment. This trust and freedom can be highly motivating for ICs and can lead to increased job satisfaction, productivity, and commitment to the organization.
To successfully provide autonomy, it's important that clear expectations and guidelines are set. ICs should understand their goals and the standards they need to meet. Regular check-ins and feedback are also key to ensure that they're on track and to address any challenges they may encounter.
Challenging projects are another crucial aspect of supporting ICs. They are often driven by a desire to tackle complex problems, improve their skills, and make meaningful contributions. Challenging projects provide the intellectual stimulation that many ICs crave.
Assigning ICs to challenging projects involves identifying tasks or roles that will stretch their abilities, push their limits, and provide opportunities for them to learn and grow. It's about finding the right balance between their current skills and the demands of the project, creating what is often referred to as "stretch assignments."
Challenging projects should be accompanied by the necessary support and resources. ICs should feel that they're being challenged but not overwhelmed. They should have access to the guidance, training, or tools they need to successfully navigate these tasks.
Use AllVoices as your employee relations platform to create a safe space for your employees to speak up and be heard.
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