Discussion Thread

  • 1.  Young Professional Organizations in the Workplace

    Posted 01-14-2019 10:47 AM
    Hello!

    Hopefully everyone here has taken advantage of their local ASCE Younger Members groups if they have one available!

    BUT does your employer also offer groups/development sessions for the younger engineers/employees at your company/firm/government entity? If so, what does the organization do? What do you wish it did more of? What do you like/dislike about it? Is your involvement in ASCE YMG plus your company organization "too much"?

    If you don't have something like this available, do you think it could be beneficial for your place of employment?

    Let me know your thoughts!

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    Peyton Gibson EIT, A.M.ASCE
    Engineer in Training
    Littleton CO
    (910)551-7054
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  • 2.  RE: Young Professional Organizations in the Workplace

    Posted 01-18-2019 02:22 PM
    Hi Peyton,

    Over the past few years, I have been able to see how different companies handle development. Below is a summary of the different companies.
    • Company 1 - We had yearly 360 reviews where the employee and Team Leader would meet and craft a plan for development based on 360 degree feedback from people that employee worked with over the year. During the year, the employee met with their Team Leader 3 other times for quarterly check ins on their development plans. Development plans may include both on site and off site opportunities for development. Team Leaders were also provided leadership training to help work through difficult conversations and better understand expectations as a leader.  Pros to this was the Talent Managers to employees was low, there was constant interaction, and employees were able to have some freedom in coming up with their development plan. The con was this was a smaller company and that not all development plan actions were able to be funded.
    • Company 2 - We had yearly reviews where the employee would meet with their Talent Manager. At the meeting, the two would talk about the year and company goals. After the meeting, the employee would determine development plan action items as long as they matched with a company wide goal for that year. Talent Managers went through constant training (monthly) on continuous development as a talent manager both internally and externally. There is both internal and external training for all employees. The pro for this was the freedom to determine the development plan for the employee. The con was there was a lot of employees to a Talent Manager, there was a lack of follow up between employee and Talent Manager, and unless the development plan was spot on for the company goals it would not get approved (this can be an issue in looking into new areas for the company). Another con was Talent Managers were buried with all of the development training for themselves as a professional and Talent Manager it was hard to do professional work or follow up with employees.
    • Company 3 - Managers and employees meet yearly to discuss development plans and then they work together throughout the year on various projects together helping the employee get the experience they want or the manager reaches out to others to find the projects the employee wants to work on. There is constant communication and check ins. Development plans are established and there is a lot freedom for the employee to go down a path they want. There is both internal and external training, most of it is on the job. The pros are the constant communication and freedom on development plans. The cons can be if you are not a fan of your manager with the constant communication.


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    Kenneth Mika, PE M.ASCE
    kmika@...
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  • 3.  RE: Young Professional Organizations in the Workplace

    Posted 01-18-2019 02:42 PM
    ​Hello Peyton,

    The company that I work for has a network composed of emerging professionals, from across offices and business sectors. Offices have a chapter at the local level.  Chapters plan activities and manage local initiatives. Activities or initiatives could include: community outreach events (i.e. school visits or environmental clean-up); friendly office-to-office competitions such as Bike to Work Week; team-oriented design challenges; charity drives; lectures by senior employees; and forums that focus on the company's means for career development.  This network also champions mentoring and ways to connect young professionals with more experienced professionals.  In one office, we organized a speed-mentoring event.  There is also a special conference for new emerging professionals, in order to introduce them to the company and connect them with senior leadership.  Involvement in the group allows young professionals to network and gain valuable leadership skills, while advancing the business at the same time.  I like that young professionals even have a structured means to grow and expand their network outside of the local office, due to interaction with chapters across the nation (and even across the globe). The network is always open to suggestions for new initiatives and feedback as well. When one sees a need for improvement, getting involved is always a great way to create change.

    Regarding time commitment, I've found that most organizations offer what I like to think of as levels of involvement. For example, you could volunteer for a track that leads to a formal board position – potentially lasting for at least a year. Or, you could choose to be a part of a committee for an event with a shorter, finite timeline.  I prefer a mix and match approach that aligns with my current work-life balance.  I may aim for a position on a board for one organization and volunteer my time at singular events for others.  For me, this approach keeps my involvement from becoming "too much." Also, I think that being involved in a professional network inside of your company, and at least one organization outside of your company is a good idea.  



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    Jameelah Ingram P.E., M.ASCE
    Washington, DC
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  • 4.  RE: Young Professional Organizations in the Workplace

    Posted 01-23-2019 09:43 AM
    This is awesome! Thank you for the great ideas :)

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    Peyton Gibson EIT, A.M.ASCE
    Engineer in Training
    Littleton CO
    (910)551-7054
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  • 5.  RE: Young Professional Organizations in the Workplace

    Posted 02-05-2019 06:06 PM
    Hi Peyton,

    I work for a large consulting firm in Chicago, and our office started a local Young Professionals Group a few years ago. I had helped to lead the group for the last few years. Because we hire many different types of engineers across diverse industries, we focused on personal and professional development, community outreach, and team building. It was a also a great place for young employees joining the consulting industry as their first job out of college to learn about the industry and the company culture.

    Based on my experience, I'd highly encourage starting or getting involved with an existing young professionals group at your place of employment. 

    I'd be happy to talk about more specifics if you  have any questions!


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    Adam Blumstein P.E., M.ASCE
    Chicago IL
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