Build a development path
Try to create a meaningful growth roadmap for ICs to refine their expertise, including evolving KPIs, responsibilities, and reporting structures. Consider the kinds of milestones that would make a particular growth path rewarding, including personal development opportunities and ways to increase one’s sense of ownership and impact over time. Then, when interest arises to explore a particular path, work collaboratively with your IC to edit and co-create their personal plan. Maybe this means moving toward a technical expert role or leading certain innovation projects. Whatever the case may be, give them a flexible roadmap that can adapt as both their interests and the company’s needs evolve.
Deliver useful resources
76% of employees say they are more likely to stay with a company that offers ongoing training, according to the Society for Human Resource Management. So once you and your employee have decided which skills they should focus on developing, give them the right resources and learning opportunities to get there. Consider leveraging online learning platforms for them to take courses in their spare time, and if your organization gives a stipend for education, encourage your IC to take a multi-week intensive or attend relevant conferences and workshops.
Additionally, try to seek out other successful ICs at your organization who can share their learnings and mentor your team members. 87% of mentees feel empowered by their mentoring relationships and have developed greater confidence in their abilities, according to a study by Women Ahead, and 75% of executives say mentoring has been critical to their career development, per the American Society for Training and Development. So do your best to seek out meaningful mentorship and support for your ICs to ensure their long-term success.
Encourage exploration
If your ICs are feeling a bit stuck in their daily tasks, try to explore a job rotation program. These structured initiatives allow employees to try different roles within their organization for a given period of time, which can help them more deeply understand other parts of your company, how different roles connect, and ways to optimize their own work to better support others. On top of that, job rotation programs can give your team members the opportunity to discover new skills or enhance the ones they already have by applying them in different ways.
Identify leadership opportunities
ICs don’t have to manage a team to take on leadership roles, and can often bring a needed fresh perspective to big-picture conversations. So keep an eye out for opportunities for your ICs to lead programs or participate in high-level decision-making discussions, like helping to build product roadmaps or planning a department off-site. When you provide avenues for non-managerial leadership, you help your ICs exercise their visionary skills and strategic thinking while aligning their personal development goals with company objectives.
Show appreciation in a meaningful way
Only 21% of employees say they receive regular recognition from their manager, per a WorkHuman study, which is concerning given that 80% of employees would work harder if they felt better appreciated, per a Zippa report. With ICs often working “behind the scenes,” their contributions are sometimes overlooked. So, try to find ways to spotlight their achievements and ensure the larger team understands the skill and effort they bring to the table. Employees who are recognized are almost 6x more likely to stay at their jobs than those who aren't, as outlined by a recent Divvy Engagement report, so make sure you’re validating your ICs on a regular basis.
Compensate fairly
ICs may not be managers, but their contributions can have just as much of an impact on company success. So, as their roles evolve and expand, make sure their compensation grows too. Managers are sometimes compensated by how many direct reports they have, so instead of that approach, try to follow a skills-based compensation model that rewards expertise and ownership. This could include a salary increase, a bonus, or benefits like stock options, which would make them feel just as valued as their managerial equivalents.
