Symptom: The organization does not provide a viable career path for technical professionals.
Technical career paths are difficult when job levels depend on the number of people managed (cf. original Hay point systems). This essentially pays people to build empires, and discriminates against senior-level individual contributors (such as strategic (internal) Sales (client liaison) professionals, Engineers, and Planners). Level must be independent of the size of one's group.
Another problem occurs when one profession (e.g., Engineering) is considered more valuable or higher status than another (e.g., Manufacturing). The fact is that all functions are like legs of a stool; they are all necessary to the success of the organization.
Career path limitations are generally not imagined. Real blocks are often found in the job-grading system that determines people's titles, status, and pay.
Root cause:Metrics, job grading copyright 2024 N. Dean Meyer and Associates Inc. All rights reserved.
