Jonny Burch – Growing at work: the importance of progression
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As humans we all want a successful, fulfilling career. But what does a ‘good’ career look like when we’re faced with an ever-changing set of technologies and a skillset that’s being defined under our feet? How do we know we’re focused on the right things? Enter the spreadsheet. Product leaders across the world are using hand-made tools to define what ‘good’ looks like for their teams. They hope to help people feel like they know what’s expected of them and how to grow in the right direction. At Progression Jonny’s spent the last 18 months researching their efforts and looking for something better. He believes that a better way lies beyond the reach of any one company. To achieve career nirvana we all need to work together to build defining careers, not just jobs. Jonny will take you through his learnings and give you the tools to both map your team’s dream careers and follow your own.
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Jonny Burch – Growing at work: the importance of progression
- 1. @jonnyburch GROWING AT WORK How to help your team be great (and stick around) @jonnyburch 1
- 2. @jonnyburch 2 Will you join my professional network on LinkedIn? Love, Mum ACCEPT OR CHRISTMAS IS CANCELLED Your mother sent you a connection request:
- 3. @jonnyburch 3 Mum A steel pan
- 5. @jonnyburch 5 Bashing and tooting Learning the piano Career in Music
- 6. @jonnyburch 6 Will you join my professional network on LinkedIn? Love, Mum ACCEPT OR CHRISTMAS IS CANCELLED Your mother sent you a connection request:
- 7. @jonnyburch Confidential 7 Who am I? Book designer? Graphic designer? Product designer? Design manager? Founder?
- 8. @jonnyburch RANDOM WORKSHOP WTF IS THIS ONE NO LUNCH FOR YOU! OH GREAT NEW JO BLOC K CHAT TING SYNC 8 MEETING UNCLEAR AGENDA AND TOO MANY INVITEES JONNY <> DAVE JONNY <> NIGEL NO-ONE REMEMBERS IMPORTANT BOL… COULD HAVE BEEN AN EMAIL GOOD LUCK WITH THIS ONE BREAKF WEEKLY
- 11. @jonnyburch A TYPICAL CAREER PATH 11 Cool title More money Great on CV (BUT REALLY, NO ALTERNATIVE)
- 12. @jonnyburch 12https://zakiwarfel.com/dci-report/ “27% of employees list lack of career opportunities as the reason they would leave in the next year. (#1 reason)” Talent 2020, Deloitte “82 percent of workers are open to new job opportunities” Jobseeker nation report 2018
- 13. @jonnyburch 13 Physiological (I can meet my basic needs (pay etc.)) Security (I feel safe and secure) Belonging (I feel accepted) Esteem (I feel respected and recognised) Self Actualisation (I feel like I’m learning and growing) Titles and salaries Challenges and goals
- 14. @jonnyburch WE’RE NOT DOING A GOOD ENOUGH JOB. BUT HOW DO WE DO BETTER? 14 Esteem (I feel respected and recognised) Self Actualisation (I feel like I’m learning and growing) Titles and salaries Challenges and goals
- 15. @jonnyburch ENTER THE PROGRESSION FRAMEWORK 15
- 16. @jonnyburch 16
- 19. @jonnyburch NOT ALL FRAMEWORKS ARE THE SAME 19 Framework complexity
- 20. @jonnyburch “I just need to get something out” 20 Level 1: Clarity and Simplicity
- 21. @jonnyburch 21 Everyone’s a generalist You manage everyone directly Nothing’s written down yet Not HR’s problem You don’t need managers Level 1: Clarity and Simplicity
- 22. @jonnyburch 22 progression.fyi/f/basecamp progression.fyi/f/buzzfeed CHECK THESE OUTLevel 1: Clarity and Simplicity
- 23. @jonnyburch START SMALL DO IT AS A TEAM ONLY ADD THINGS YOU WILL REWARD 23 Level 1: Clarity and Simplicity TOP TIPS!
- 24. @jonnyburch 24 Level 2: Depth and Optionality “My managers need help and people want options”
- 25. @jonnyburch 25 You have some specialists You have something to improve HR has requirements Management is a fully- fledged track You have a team of managers WITHEXPERIENCEAND IDEAS! Level 2: Depth and Optionality
- 26. @jonnyburch 26 progression.fyi/f/spotify Level 2: Depth and Optionality
- 27. @jonnyburch 27 progression.fyi/f/financial-times progression.fyi/f/medium CHECK THESE OUTLevel 2: Depth and Optionality
- 28. @jonnyburch INVOLVE YOUR MANAGERS DEFINE PROCESSES AND BUILD TOOLS ALLOW FOR OPTIONALITY 28 TOP TIPS!Level 2: Depth and Optionality
- 29. @jonnyburch 29 “We need it to be fair for everyone across the business!” Level 3: Alignment and Integration
- 30. @jonnyburch 30 HR wants to own and roll out broadly Hiring, performance and comp need to integrate You need to merge with other teams OR YOUR TEAM HAS TEAMS! Level 3: Alignment and Integration
- 31. @jonnyburch 31 progression.fyi/f/monzo progression.fyi/f/blendle CHECK THESE OUTLevel 3: Alignment and Integration
- 32. @jonnyburch BE PATIENT AND DON’T GIVE UP. THIS MAY TAKE A WHILE THE PEOPLE TEAM ARE GOOD PEOPLE 32 TOP TIPS!Level 3: Alignment and Integration
- 33. @jonnyburch SO BASICALLY… 33 Be deliberate about your team’s growth Don’t over-egg it. Only add what you need It will break. Keep improving and iterating and involve others!
- 36. @jonnyburch @JONNYBURCH PROGRESSIONAPP.COM 36 DON’T BE A STRANGER THANKS TO XKCD FOR THE ART DIRECTION AND THE JAM TEAM FOR HAVING ME!