Applying Depthical Development™ in Your Organization

Consider a front-line or mid-level position at your company that has multiple employees in the same role. Some are great and some are just okay (and one or two perhaps shouldn’t even be working in that role). They all bring different value to the organization and are often even paid different wages for their contribution and experience. Yet they share the same job title and are conceptually lumped together.

Step 1: Stratify Your Roles

This position is prime for a Depthical Development™ overhaul. First, create multiple positions that can reflect the different levels of proficiency. If the position is called “Technician” today, then tomorrow we will have “Provisional Technician,” “Junior Technician,” and “Senior Technician.” Or it could be as simple as expanding the role of “Laborer” to the roles of “Laborer 1,” “Laborer 2,” “Laborer 3,” and “Laborer 4.” The goal is to dramatically increase the number of possible positions available within the company.

Step 2: Define the Differences in Skill, Behavior & Compensation

Next, each position must have different knowledge, skills, and abilities assigned as requirements. Perhaps the best in a given role know how to use a specialized tool, can legally drive a company vehicle, or are able to utilize a company app for jobsite reporting. It may be that the weakest in a given role only know how to use hand tools safely and wear a clean uniform. Creating a chart of each position and the expected proficiencies documents what is required at each level.

Similarly, each increasing position should come with a different expectation of behaviors and values demonstrated. The lowest expectation may be arriving on time and treating others with respect. The highest expectation may be mentoring younger employees on the job and inspiring positivity for the whole team. The best practice here is to align the stated company values with each level in increasing expectations.

Finally, assign the required minimum experience required for each position and the pay range for each new position. Every manager and owner will gladly pay more for better employees, so this is an opportunity to standardize pay based on performance and incentivize growth with rewards. When assembled together, a company’s org chart is now three dimensional. The vertical and horizontal positions remain, yet depth is added for employees to be promoted deeper into their role. Companies that create Depthical Development™ are able to grow, promote, and reward employees faster, leading to significantly more engagement and retention.

If you want help creating Depthical Development™ at your company, contact Neal Glatt at Neal@GrowTheBench.com or come to one of his sessions at Cultivate’23 and meet him in person!