If you’re a Redmond associate, have you ever asked…
"Why didn't we post that job opening inside? I would have loved to apply.”
"Why wasn't I considered for that position?"
"Why wasn't I given the opportunity to interview for that job?"
We have lots of different paradigms at Redmond that might run contrary to the norm, and this is one of them.
The thing is, we don’t really have positions at Redmond. What we do have are roles.
Roles vs Positions at Redmond
At Redmond, we don’t believe in the corporate ladder. We don’t compete for roles, because each role is custom made.
Instead of fitting a person to a position, we fit roles to people depending on where their strengths and interests intersect with the needs of the company.
Some roles are more well-defined and may look like positions, because they’re very similar to positions you’d see in other companies. These are common when associates first start at Redmond.
But the longer an associate is here, the more tailored their role usually becomes.
The cool thing about roles is that only YOU can fulfill your exact role. The longer you’re here, the more custom that role becomes. If you were to leave, we’d have a hard time finding someone to do exactly what you do.
Instead, we’d shuffle the deck and find people who are interested and able to do the tasks you were doing.
This is also why job titles aren’t really a thing here. There isn’t a word for exactly what you do.
The Promotions Paradigm
The typical corporate paradigm has conditioned us to see certain changes as “promotions,” which can feel prestigious. Often, a position might look desirable because in most companies, it would come with prestige or a pay raise.
But here, role evolutions (even leadership roles) don’t come with status or even immediate pay raises. This is because we strive to create roles and success tracks for everyone, not just leaders or roles typically considered prestigious.
Beyond market value and skill, we don’t tie compensation to roles, and we do compensation reviews for everyone in the company once a year, in the spring.
If you’re truly happy in a role that’s not traditionally viewed as desirable or high-paying, you can stay there and tailor your role to you. There’s no need to work your way up a ladder and fit yourself to a position that doesn’t suit you.
How We Create Roles
Whenever we have a need, we prefer to hire internally and always think about who in the company would fit that role really well. We look for a GREAT fit, not just an okay fit or the best candidate.
In fact, this is an ongoing thought process for all the business unit leaders and team leaders: where each associate might contribute best.
Sometimes, our needs are very specific (like the need for a cook in the cafes or someone to run machines in production), while other times, these needs might be more ambiguous.
Occasionally, when thinking about a role before it’s even announced, we determine that there isn't anyone inside that would make sense in that role, so we will just start looking outside.
We also have a pipeline process where we do culture interviews with people before we even have an opening. Sometimes these interviews give us ideas of where someone might prove really helpful, and we may craft a specific role around the contribution the person can bring to the table.
Understanding Team Members
Our effort is to match people and opportunities or roles. This is one reason why we do Discovery Check-Ins, to help team leads and culture team members understand team members and where they might be most helpful.
We want to continue strengthening our process and conversations with each associate, from team leaders, business unit leaders, and culture team members, as we work together to help each person along their journey up the Upward Spiral, growing and learning and being in their place of most potentia.
Continuous Improvement
Progress isn’t about promotion here.
This can be a liberating idea, because you can progress NOW. You don't have to wait for someone to quit or retire or for a big change to happen in order for your role to evolve.
You can talk to your team lead TODAY and say “Hey, I’m interested in this area and I think I could be helpful. Is there a need for that?” Even if there isn’t a need right away, we’ll know that you’re interested if that need does come up. We might even get ideas for new projects or areas to explore, knowing that we have someone who’s excited to take that on.
We’re constantly exploring, learning, growing, and shuffling the deck. You can learn and change and contribute as you go. You don’t have to wait for a job opening or a once-in-a-lifetime opportunity.
Learn more about our culture of continuous improvement.
What You Can Do:
Develop in Your 3 Circles Journey
You are allowed to (and expected to) be yourself here. Not a version of you that society or anyone else thinks you should be. We want you to find your unique contribution, which means discovering where you can be most helpful overlaps with your strengths, wiring, and interests. That’s how work will be most meaningful for you, and how we will do great work together.
Make sure to start with helpfulness, because everything must stem from that. We tend to get stuck on our interests, but the truth is that those interests won’t feel meaningful for long if they aren’t helpful.
No matter what that work looks like, you’re able to be yourself here, and find true success.
How do you develop your 3 circles?
Make sure to attend the Discovery Seminar if you haven’t, or if it’s been a while.
You can also reread the 3 Circles Book anytime (or listen to the audio version on Knowledge Library!) and/or read our article to brush up on the concepts.
Continually explore how you can be helpful, what you’re good at, and what you’re interested in. Over time, your 3 Circles will become more clear, and your role will evolve right along with you.
Engage in Your Discovery Check-Ins
This is a great time to talk with your team lead and a culture team member about your interests and what you’re learning about yourself.
Now, these people are always available to talk about this stuff, but the Discovery Check-In is dedicated, regularly scheduled time set aside just for this so that your growth gets focused attention on a regular basis.
In these check-ins, share what you’re learning about yourself. Share how you feel about your current role and tasks and if there’s anything you are struggling with, anywhere you think you’d be helpful, or anything you’re interested in trying out.
In general, keep an open dialogue with your team leader and culture team members about your journey. The better we know you, the easier it will be to connect you with needs that fit your 3 Circles.
Pursue Your Interests
Learn new skills you’re interested in. Research topics that interest you. Explore.
Skillshare, Udemy, and Youtube are great resources for learning just about anything. If you’re interested in a certain area of the company, talk to people who work in that area. Read books, listen to podcasts, etc. Make learning and exploring your interests a part of your life.
This is also a great article to help you prepare for future opportunities: Preparing for a Future We Can’t See
This is part of your 3 Circles Journey!
Know Your Definition of Success
At Redmond, we define success as doing meaningful work with people you care about, and making a comfortable living at the same time.
Most of the corporate world define success as a fancy title and a fat paycheck, whether you actually enjoy the work or not. But who wants to live like that?
Ask yourself what success looks like for YOU and what you’d find fulfilling.
Your Role Is As Unique as You Are
We value continuous improvement over occasional massive changes. The traditional model of promotion works against continuous improvement. We’re concerned with constant evolution, not seat changes.
Your role will evolve right along with you. Focus on your evolution, not position.
