Addressing the Engineer's 3-Year Itch
One of the main challenges engineers face at scaling startups is stalled learning and a lack of opportunities for growth. While smaller startups naturally provide varied experiences through wearing multiple hats, larger organizations often struggle to retain talent due to specialized roles. Checkr's rotation program aims to combat this by offering engineers the chance to work on diverse projects, learn new skills, and stay engaged.
Structuring the Rotation Program
Checkr's VP of Engineering, Krista Moroder, suggests a structured approach for implementing a rotation program. This includes creating a 'sticker board' spreadsheet to track individual engineers, mapping their assignments against quarterly priorities, and ensuring smooth transitions before permanent switches are made. By offering engineers exposure to different challenges and encouraging continuous learning, organizations can reduce attrition rates and foster long-term engagement.
Building Manager Buy-In
Getting support from managers is crucial for the success of a rotation program. Moroder emphasizes the importance of having tough conversations with managers to address concerns about succession planning and team performance. By vetting team players during the hiring process and actively involving managers in the rotation process, organizations can build a culture of collaboration and professional development.
Enhancing Employee Retention
Through the rotation program, Checkr has achieved impressive retention results, with near-zero regrettable attrition rates and high employee tenure. Moroder's focus on providing engineers with meaningful career progression within the organization has led to a notable increase in loyalty and job satisfaction. By continuously asking engineers about their next career steps and offering them diverse opportunities, organizations can create a supportive environment for growth and learning.
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