I had no idea how to get promoted. So I left. And decided no one should go through that. I was one of the first employees. Helped 5x the employee count. Their revenue multiplied year over year. Meanwhile, the founder’s cousin was shooting up the ranks. Maybe he was truly qualified. Maybe it was nepotism. Who knows. After I tendered my resignation they offered me a promotion, but it was too late. Years later, when Steve and I founded MuteSix we decided to do things differently. “Employees deserve to know the path forward,” we both agreed. But despite reading half a dozen management books— I couldn’t find a system that made sense. So we started from scratch. Now, 90% of the company has a document that states: What skills/experience to acquire before moving up How long it normally takes to master them The compensation package for each level Not only that, but employees have access to all departments’ level documents, so if they want to transition from one to another, they’re welcome to do so. The result: we enjoy the highest retention rates in our industry. Candidates have their minds blown at that level of transparency. And employees know what they need to do to move up.
Nice buddy it's truly splendid love it
What a truly refreshing way of running an organisation
This is a GREAT post Daniel Rutberg. You are onto something. It is called TRUTH.
A great read
M
Interesting! I like the entire approach that you figured out with keeping things transparent.
Love your approach and philosophy! Seems I have worked extremely hard for many employers and still not being recognized for the work I do! I now refuse to feel this way and will make changes required to realize my full value and potential.
Love this
Decisive Business Process/Supply Chain Program Manager
6moEmployees always wish that every organization in the world have this level of transparency. Hopefully rest of the organizations take a Cue from Mutesix and start implementing similar things.