When starting their professional careers, most people imagine that in order to achieve a successful position or a satisfactory salary, they will need to occupy future positions in the future. leadership as a manager or board of directors. However, the Y career emerged to change this reality.
Some companies have already seen this problem in their career plans and found alternatives for their collaborators.
Thus betting on the “career in Y”, which has as main objective to offer two growth opportunities for professionals. One focuses on traditional leadership positions and the other on specialist roles.
It is this theme that we will talk about in this article. You will understand all the advantages of applying the Y career possibility in your company. During the text, we will answer:
- What is a Y career ?;
- Why career in Y ?;
- What paths does it allow ?;
- What are the characteristics required for each profile ?;
- What are the main benefits of offering a Y career ?;
- Does the Y career assist in retaining talent?
So, come on!
What is Y career?
The Y career is a form of career path, in which the company, when promoting a professional, offers two growth paths: management position or specialist in the area.
The objective is to enable the employee to grow in the institution, without necessarily having to occupy a leadership position, mainly because many people believe they do not have the necessary profile to be managers.
In this way, all professionals have a chance to achieve better wages, benefits and working conditions, without necessarily having to develop leadership skills.
In this way, it is possible to value both the professional who performs the functions of operationalizing the service and management, expanding the opportunities within the company.
Why career in Y?
Over the years, companies realized that they needed to innovate in order to remain competitive in the market. For this, new ideas within the services already provided or products offered had to be developed.
It was there that some companies began to realize that certain professionals stood out in this area, always deepening in some area, seeking knowledge and providing solutions to the main demands.
However, this employee, in most cases, did not occupy a position equal to his work, because the traditional career usually values only leadership positions.
Therefore, this was the only growth path understood by employers and employees. However, within this new competitive reality of the market, relying on specialist professionals has become essential, which has given rise to a career in Y.
The model got its name in a symbolic way, since every employee follows a linear path to the point that allows, when being promoted, choose which side of the path you want to take: management or specialist position.
Therefore, Y symbolizes these two career possibilities.
What paths does it allow?
As explained in the previous item, the Y career, in short, is the possibility of professional growth through two different paths: management or specialist positions.
- Management positions: this is the traditional growth model, in which the outstanding professional starts to occupy leadership positions, such as coordination, management or directorship.
- Specialist: this option is for employees who have a more technical, research, knowledge and innovation profile. Enables specialization in a given sector, assisting in the process of developing products or projects.
These two distinct trajectories in companies allow the characteristics and skills of each employee to be used efficiently.
Not limiting the possibilities for professional growth helps not only the employee to seek their development, but also the company to reduce turnover and increase productivity and assertiveness of the teams.
What characteristics are required for each profile?
We have already mentioned here that not all professionals have the profile to assume leadership positions. This is because some characteristics are almost mandatory for those who aspire to lead a team.
Many professionals prefer to dedicate themselves to performing tasks and specialize in a certain area.
This second category ended up missing opportunities for career advancement because they did not want to become leaders or because they did not excel with the necessary skills.
It was in this context that the Y career was born, which creates growth opportunities for all types of employees. To find out which side of the Y you or your collaborator fits into, better understand the characteristics of each function:
- Management position: to occupy a leadership position, it is extremely important that the professional identifies with the roles of managers. It is necessary to have the ability, above all, to deal with the human being, as it will be necessary to encourage, delegate functions, motivate and identify the profile of each employee. It is worth noting that not always a collaborator who relates well to the whole team, will become a good leader.
- Specialist: this professional is eager for innovation and continuous search for Problem solving. He has a lot of technical knowledge in his field, likes to solve challenges and usually performs the service with excellence.
What are the main benefits of offering a Y career?
Not only are employees benefited by being valued with the possibility to choose between two growth options in the company.
Companies that choose to offer Y career promotion will certainly have a number of benefits in the medium and long term.
The advantages range from valuing and respecting differences to increasing productivity, which usually results in greater profitability for the business. We will explain below the reason for these Y career benefits.
When a professional performs a function for which he has identification and ease in performing tasks, the tendency is for the workday to be more productive.
In addition to doing a good job, it also usually takes less time to finish activities. Another point that increases the productivity of the professional is the motivation, because, when occupying a position that is compatible with their characteristics, the employee is happier.
Soon, a specialist will be more willing to perform his technical functions, research and development of new products.
On the other hand, if the only possibility for growth in the company was to accept a leadership position, the probability of doing a bad job or ending up resigning for not being happy at work would be much greater.
Higher satisfaction index
One of the biggest concerns of companies is about their turnover rate, that is, employee turnover and dismissal.
Usually, a company that has a high number of turnover is usually not favored by the candidates and the market. In this article, on our blog, we talked a little about the turnover index.
Certainly, professionals who occupy positions, perform functions with which they identify and feel valued by the company tend to stay longer in the job.
This is because the employee does not feel the need to seek better opportunities, whether from the point of view of salaries and benefits or fulfillment at work.
As we said before, when starting a career, candidates imagine that the only way to grow in the profession is to occupy a leadership position in the future.
Even entering companies with technical or analytical positions, for example, the expectation is that when they are valued, they will reach a management position. However, not everyone has a leader profile.
To be a manager, it is necessary to have Skills and specific skills, such as the ability to maintain interpersonal relationships. When a professional accepts this management position, without having the ideal profile, the probability is that he / she will not perform well.
But, if the employee who stood out has the opportunity to use all his knowledge in one area to innovate, develop new products or help with research, those skills that made you call the attention of managers will be further developed.
All of this, while still feeling valued by the company and occupying a position that offers opportunities for financial stability. Receiving wages and benefits corresponding to the excellence of work he delivers.
Respect for differences
The Y career has a very important characteristic that values companies very much in relation to the market and candidates: respect for the different characteristics and skills of employees.
Just like in any other sector of life, people are different and, therefore, they should not have only one option to grow professionally.
The Y career allows people to be valued for what they are, even improving their welfare among team members.
Does the Y career assist in retaining talent?
The answer is yes. The Y career allows people to occupy positions that they identify with the most, without having to forgo better wages.
The valuation given by the company makes the professional feel motivated and contributes to the retaining talent. Changing jobs is no longer a necessity, either for better pay or for unhappiness in the job.
As you could see, the Y career emerged from a need to value the professionals who stood out in the team, but who did not want or did not identify with management positions.
Hence, specialists were born, which enabled a new form of career growth, as we mentioned throughout this article.
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