Progression/pre-gresh-uhn/ the process of developing or moving gradually towards a more advanced state. 

Not everyone wants progression in their job or career however, I’m hearing more and more that this is what people are wanting most. 

The conversations I have with engineers usually have a common theme with regard to their current work situation.  I hear daily “I don’t feel valued” and “I can’t see how I will be able to progress beyond my current job or situation”.  Now those two things are intertwined.  If you feel valued, any conversations you have with your current employer are easier to have.   

This means that you will be more inclined to discuss your future with your employer if you feel valued.   

You should be able to have more organic conversations about your future and any progression you may be wanting and how you could get there.  I must stress though that you are responsible for your career not your employer or anyone else.  At the end of the day, any decisions are yours to make. 

From an employer's perspective, they have a lot of responsibility across a number of areas, but often it’s the simplest of things that can be overlooked.  A key example is the interview process when you are assessing who could be a good fit for your business. Ask candidates, “what does progression look like to you?” “How do you view your career?” 

You’re already forming the content of their annual review even at this point.   

These are gold nuggets for the future.  Candidates aren’t saying “just give me a promotion now” they’re asking, “How do you do things like learning and development?” which can involve mentoring and training opportunities, all things candidates understand help provide progression in their career.  This is showing them the light at the end of the tunnel and that they feel valued. 

‘Twenty-Somethings’ cop a lot of criticism for having differing opinions, but they do need to understand what a company could offer them.  I’ll be the first to admit that at times I have thought “it wasn’t like this in my day”, however, it shouldn’t mean it's wrong.  I think my generation and those older still, can learn a lot from this generation.  I say this for the following reasons: 

They see things through a new lens.  Being taught or shown something years prior and repeating this can be great if it works however sometimes we can do things on auto pilot without stopping and looking at alternatives.  The millennial generation of engineers coming through are coming with fresh ideas and alternatives. 

Software is not a problem and they can turn their hand to new ways of working.  Take Covid for instance, this has added a whole new skill to this generation – resilience and adaptability. 

Wanting and needing to learn and be mentored as they go.  Not to be shown a desk and given a project with little guidance or mentoring.  This can be a recipe for failure, not success.  Value needs to be seen from the beginning and beyond for long term engagement. 

Sitting in the same role for many years can breed restlessness.  If a new role isn’t available what else could be given to keep someone engaged in their role?  Progression doesn’t necessarily need to mean the next step up. 

When I think back to times where I felt valued, it made for much easier decision making on my part.  Things became clearer and with more clarity around where I was currently and where I was heading or wanted to head.  This doesn’t necessarily mean that you will stay where you are either, it just makes things clearer.  It is always good to be leaving places of employment with a smile on your face and great memories and feelings.  These people become your best marketing advocates.  It’s free and who knows they may come back at a time that aligns for them in their career.