The Conundrum of Job Titles

Research into employee engagement asserts that what we want is "autonomy, mastery and purpose" not necessarily a corner office, a ping pong table, or a fancy job title.

Anecdotally though I have seen a different story where particularly those closer to the start of their career are very focused on job titles as evidence of progress.

Super-flat structures such Holacracy (where you perform a collection of roles rather than having a job title) only exacerbate this... there's really no concept of "promotion".

As managers/employers how do we attract, support, grow and retain our staff - is the answer more likely to be a giant skills matrix allowing progress through a level system than flat circles of autonomy?

 
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Outline/Structure of the Interactive

Presentation of topic followed by spirited discussion

Learning Outcome

Ideas sourced from attendees on how to tackle this conundrum.

Target Audience

Team leaders/managers. Anyone interested in the concept of career progression and employee engagement. Those in the early stages of their careers especially welcome to provide input!

schedule Submitted 1 year ago

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