WeSalute Career Foundation
Building Your Career
Career Development
Team Member Owned
At WeSalute, we want our Team Members to feel like they can make a career and build a future with WeSalute as we continue to grow and expand as an organization. We encourage our Team Members to take ownership of their own career development and communicate their goals with management so we can all be aligned in the vision of where you, as a Team Member want to go within our company.
Career Development Conversation Acknowledgements
We believe career development is a key factor in your engagement and role satisfaction as a WeSalute Team Member. We encourage all of our team to discuss your career goals with your manager during your quarterly performance review. You will have the opportunity four times a year to discuss innovative ideas for growth development with your manager. In addition, if you are a new Team Member we encourage you to start a conversation with your manager after your 90 day probationary period.
There is no one right way to document a career development conversation. Some Team Members may use their 1-on-1 ("1:1") meetings with their managers document to capture the conversation and actions. Others may use the tools provided above to help guide the conversation, or Team Members may use their own personal template or process to have a career development conversation.
Ultimately, Career Conversations should not be confused with Promotion Conversations. Personal Career Development can also include lateral moves or moving to another specialty within the same operations team and the same job level. In some cases, some Team Members may not want to move into a Managerial role and they are currently happy working as a Maker at their current leadership level. Team Members who do not want to advance or be promoted due to their personal reasons but are performing well should not feel pressured to move up or out. These conversations could focus on helping you identify projects or other activities that keep the you engaged and learning new skills.
Managers Structuring Career Development
As a Manager, Managers should be “all-in” to helping and seeing their Team Members succeed. Managers should take time with their Team Members to discuss and document their career goals and aspirations, while listening and providing feedback, ideas and contacts for more resources related to the Team Member’s goals.
Managers Clarifying Career Development
At the start of a Team Member’s career, requirements for the Team Member’s position and role should be well constructed and the problems to solve should be clearly articulated. As a Team Member becomes more senior, they need to be more comfortable when requirements are less clearly defined and when the problem itself may not be well understood. The most senior Team Members may be in a position where they know that something is wrong, but not exactly sure what it is – and they work to define the problem.