Weekly Nugg - #19??: Modern Families and Candid Career Convos

The InfoDiet of this week is Modern Families in the workplace, how to have Radically Candid career conversations, and what it could look like to subscribe to Standardized Salary Structures.

This week is all the taste, minus the calories ??

Until next nugg ??

JMUM

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To read ??: Radically Candid Career Conversations

As Radical Candor 's #1 fan, applying it to career conversations to help your team grow in the direction of their dreams is a kick-ass move. The article covers a three step approach to meaningful career conversations (aka. Stay Conversations):

1. Start with the Past - Life Story ??. The first step is to understand people's motivations and values - what drives them. Learn about major pivots and transitions, the why and what they love and hate about their work.
2. Talk about the Future - Dreams ??. Next is to understand where people want to be at the pinnacle of their careers. Even if they don't know what they want to be, everyone has dreams. You have to help make them more tangible.
3. Plan for the Present - Career Action Plan ??. Understanding both the past and future, now you can build a relevant and thoughtful plan with clear owners and milestones to get between the two.

We have to understand the past and the future in order to know what to do in the present. When was the last time you had a career conversation?

To listen ??: Supporting the Modern Family in the Workplace with Poppy Seed Health’s Simmone Taitt

*Trigger warning, this pod does talk about pregnancy loss*

When we talk about parental leave, often the conversation is limited to how many weeks a parent can take off (4-6 weeks unpaid in some US states). Simmone Taitt , CEO of Poppy Seed Health and Katelin Holloway from 776 talk about how family leave policies - including pregnancy loss and IVF - can be an opportunity to inspire trust and safety in the workplace. With half of their workforce taking parental leave last year, Taitt shares lessons on managing this with intentionality:

• Design leave policies to support not block; Build for the many not the few
• Establish trust for people to tell early, so the business can plan for continuity
• Introduce a buddy and ramp back system (25-75% of time, never 100%).

Final parting advice from Taitt was:

Some years are growth years and some root years - both are good ??

I'd love to know how you're thinking about this - are you in a growth or root year? ??

To read ??: ConvertKit's Compensation Quadrants

This Tweet from Nathan Barry , Founder & CEO ConvertKit is a thoughtful exploration of how his company approaches compensation. At the core is a a two-by-two (gosh I love 2x2s) covering short vs long term, and guaranteed vs performance-based components. The company subscribes to standardized salaries meaning:

• No negotiation. Not paying different salaries based on who does or does not negotiate. They use Radford data and the national average by role, paying at the 70th percentile.
• Salaries in job ads. Job listings include salaries upfront, helping manage expectations.
• Salaries agnostic of location. Salaries do not change based on location; Equal pay for equal work. They have the same expectations for contributing to company results no matter where you live.

The above is built to avoid awkward and unethical situations, in addition to being all about balance. If the company fails they want people to be paid fairly along the way. If they have modest success people build wealth, and if they crush it everyone wins in a huge way.