Career growth framework @ Skroutz

Career
Apr 7, 2023

Over the past few months, we have invested a significant amount of time in developing and redesigning the career growth framework for various teams at Skroutz.

Typically, a career growth framework outlines the available roles and levels throughout an organization, highlighting different career paths for team members and how they can progress to the next level. At Skroutz, we view this as an essential tool to drive meaningful discussions, share feedback, and foster our collective growth. We encourage everyone to use the framework during their one-on-one meetings with their managers, as well as during self-reflection and peer reviews.

Why

During our analysis of the project’s impact, we discovered that creating an internal tool provided significant value both for individuals and the organization as a whole.

Individual level.


Our objective is to make growth feel tangible and provide clarity regarding the next steps in the journey. We aim to provide all Skroutzers with a clear understanding of their current level and the corresponding expectations. Additionally, we want everyone to have a transparent view of potential future progression and compensation.

Organisational level.


We anticipate that this tool will enhance clarity regarding the level at which we want to hire and enable us to adopt a consistent approach toward performance and rewards. As we continue to grow and expand, we want to develop frameworks and processes that promote transparency, accountability, and internal equity, regardless of our size or status. Whether we are a village or a city, our goal is to establish sustainable practices that support our continued growth and success.

What are we trying to achieve | “Happy Skroutzers, happy users, successful merchants”

Framework for Growth
For Skroutz
Job Profiling Hiring
Consistency in CPM L&D
For Skroutzer
Clarify Expectations Explore Career Routes
Performance Self-reflections Drive development activities

How

Early on we defined some principles in order to make sure we answer the same questions across all teams of skroutz.

  1. All Skroutzers are expected to exhibit the company values in their work.
  2. For each career level and role, we are defining expectations in terms of a) knowledge, b) delivery, c) communication & leadership.
  3. Our Career Growth Framework comprises two distinct tracks: Individual Leadership and People Leadership. We recognize the notion that growth can only be achieved through a people management track is outdated and must be discarded. Both tracks entail shared responsibilities and competencies.
  4. At Skroutz, an employee is promoted to the next level (L+1) only if they consistently perform at that level, meeting or exceeding the expectations set for that position. In other words, promotion to the next level is a recognition that the employee is already operating at that level.

Career growth framework: knowledge is the key

Careers are not linear: Of course, we knew this all along, but it was reaffirmed every time we discussed the various career paths and roles across teams. There is no golden formula for determining your progression, so it’s important not to harm your self-esteem by setting unrealistic expectations, such as expecting a change in title every X years. Instead, focus on your personal growth and development. Often, growth occurs in the shadows and even in the aftermath of failure.

There is no ‘one size fits all approach’: Leadership can take many different forms, and individuals may naturally gravitate toward or prefer certain tracks based on their personal motivations and preferences. There is no single correct path, and it’s entirely acceptable to take a non-linear or direct route to career growth.

Change is the only constant: Perhaps at this very moment, the description of a role is already obsolete or inadequately defined. While we recognize that this can occur, we fully embrace this concept. This does not imply that our career framework is outdated, but rather that we are constantly evolving and progressing. We must welcome change and avoid stagnation. As an example, consider that in the past year alone, we have welcomed 18 new teams at Skroutz! This illustrates the new skills, competencies, and opportunities we have added to our organization.

Dare for it: Your definition of success is likely to evolve over time, and that’s perfectly fine – it’s a natural part of your growth journey. As you learn and discover new things, you may find yourself drawn to different interests and goals.

To help you navigate this journey, we offer two tips:

  • Be honest with yourself about what you really want. Identify the things you enjoy and the opportunities that align with your goals, set realistic targets, and be proactive in seeking ways to develop your skills and knowledge. Remember, as we like to say through our CPM framework, you are the owner of your own development.
  • Play the long game. Don’t prioritize short-term gains over your long-term goals. Be patient, persistent, and willing to put in the effort required to achieve your desired outcomes. Growth takes time and dedication, but the rewards are worth it.

It is important to understand that a career growth framework is not a fixed and rigid document. Instead, it is a living, breathing tool that evolves as the organization and its needs change. .

The beauty of a career growth framework is that it can be updated, revised, and improved over time to better reflect the company’s goals and values.
As the company grows and expands, new roles and responsibilities will emerge, and the career growth framework will need to adapt to accommodate these changes. Additionally, feedback from employees can be used to refine the framework and ensure that it remains relevant and effective.

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