Traffit Pathways
From today, we at Traffit will be sharing publicly the internal processes of our company. We do this for four reasons.
1. We want to completely empower our team to be the driving force of our company. It is impossible for them to do that without having access to all our information.
2. We want to continue our high standard of equality regarding both salary and position as Traffit grows. Ensuring that gender, race, sexuality, and religious views are never factors for our team’s development within the company.
3. We want to share our processes to both employees and employers. Hoping the lessons we learn will help companies grow, while strengthening their relationships with their employees.
4. We also want to open ourselves up to our clients and community, to receive their feedback and insights as we grow together.
Levels
Paths
Paths
Structure
Skill Score
Levels
Paths
Paths
Structure
Skill Score
Why are we doing this?
When creating the above processes, we approached each one in detail from both the business and employee perspective. From which we developed the following core values.
In many companies, the development of an employee is normally defined by three key elements.
How much time you have spent in the company?
Does your manager ‘feel’ you are doing a good job?
Did you get another offer from a different company?
We want to change that. We feel your progression and growth within Traffit should be in your hands. You can progress your career, and get more responsibility at the pace you decide.
The reasons most employees don’t ask for a raise or promotion is because they have a doubt in the outcome. ‘Will my manager say yes?’, ‘Maybe the company doesn’t have money?’.
We want to make sure this doesn’t exist in the future. We want to bring complete clarity and transparency to the steps required to progress your career path. You will know when you deserve your next step in your position.
When you start in a role, regardless of the level. It’s never easy to understand where do you go next? What is your next position? Because most of the time, we can only look at the person above us and compare. However in many startups that next person isn’t there yet. In year 1, you can have a 2-3 person team, but you know in year 10 you can have 20 people. So how in year 1 can you understand your future.
We show you. Now in Traffit every single position has the start point in terms of salary and position, and we show you the pathway to the predicted top level.
For Traffit to succeed, we need to work together towards our common goal. We need to share our successes, our failures and most importantly, we need to share responsibility. When such responsibilities are shared across such a wide group, it is key for each one of you to understand who is owning which processes. For this to happen successfully we want to remove all boundaries and obtain complete transparency.
Each of you will be able to observe and understand each other’s Traffit Paths, skill levels and responsibilities.
As a company we will not be able to achieve our goals, if we don’t achieve our individual goals and development. Your success is our success.
Your Traffit pathway will ensure that you and every employee will be treated equally and your progress at Traffit will only ever be connected to your performance. It will never be associated to your gender, race, sexuality, beliefs or any other factor other than your skills and performance. Always.
From a long term business perspective, we see that we don’t want to be a company with more than 200+ employees if we can help it. Many companies have achieved great success without scaling their team.
For this to work, we need to have a growth system internally that does not require an employee to create a team to be classed as moving higher in the company. We value growth in skill sets, results and responsibility.
‘One person can end up being twice as effective in their job, rather than hiring two people.’
As we want to continue with our flat structure, it’s key that we constantly empower our team members to have more ideas and make more decisions. For that to happen we want believe in replacing approval processes with responsibility. We have created a ecosystem where team members will request more responsibilities as it will be part of their ability to move forward in their career path.
The goal of Traffit Paths is to make Traffit a better place to work for it’s team members. This in turn is something that will attract more people to join the Traffit team as we grow. Allowing us to add to our already awesome team quicker and easier in a competitive market.
We show them. Now in Traffit every single position has the start point in terms of salary and position and we show the pathway to our predicted top level.
We will attach the growth of our overall skill score to the growth of the company over the next 2 years. These numbers are connected to each other. If as a whole, we increase our individual skill sets, we will see the company growing and achieving long term goals. This is what we call the Traffit skill score.
Each team member will be able to observe and understand each other’s Traffit Paths, skill levels and responsibilities.
As a company we will not be able to achieve our goals, if we don’t achieve our individual goals and development. Personal team member success is required for our overall success.
At Traffit we have always prioritized equality. We want to be held 100% accountable through transparency, that this standard continues regardless of our size and growth. Furthermore, we hope this framework can be used by other companies to achieve the same equality accountability.
For Traffit to achieve the goal of each and every person pulling towards a common goal. For that to happen, we believe each team member must know both their role and responsibility, but also the roles and responsibilities of each of their teammates. We believe full transparency allows every team member to focus, and not lose any time or thought process wondering what other team mates earn and who is responsible for important business areas.
As part of phase 1 of our Traffit Pathway rollout, internally we share to each team member the level and salary of everyone in the company. Externally to you, we share the position, level and salary without specifying the person. We expect to share more specifics in future phases.
At Traffit we want every employee to grow with us. We want them to see Traffit as a career, not just a job.
For this to be achieved, we display to them the potential growth of their role as they develop their skills with us. Furthermore, we remove the perception that in order to develop your career, you must either grow your own team, or replace the person above you (which in some cases, is a role that doesn’t exist yet).
We deliver a career pathway that contains up to 24 progressions for each position within Traffit and gives each team member clearly defined goals on how they can progress through each level.
This process also allows the business to ensure it stays competitive within an increasingly challenging employment market.
Traffit Pathways have 6 major skill levels. In this case Junior, Standard, Senior, Manager, Expert and Head. For a team member to progress from one skill level to the next, they must complete 4 minor steps contained in each skill level.
The reason for breaking these 6 major levels down into 4 smaller levels is to firstly generate consistent, achievable momentum for each team member. Secondly, this allows us to better understand the current skill resources we have internally at the company. A scale of 1-24 gives us better accuracy and understanding then 1-6.
To take a look at the Traffit salary paths just click on any of the buttons below.
Each Traffit team member has a Traffit Pathway. This is the personal road map Traffit employees follow to progress their positions and their salaries. Team members have complete control over the speed in which they move forward though their levels. We keep time restrictive requirements to a minimum.
Team members know exactly when they qualify for a pay rise, and we remove the element of ‘asking’ for a promotion. Managers opinions and feelings are not involved in this process.
Traffit pathways are transparent. Every team member can view another members pathway. This allows us to celebrate every single promotion as it is now impossible to progress without achieving goals and increasing skill sets and responsibilities.
It’s important to share that we don’t pre plan every pathway from 1 – 24. For each team member we guarantee the pathway to the end of their current skill level. Once achieved, the following skill level pathway is created and developed with the team member. The core reason for this, is that the company is still very dynamic and it’s hard to predict the requirements of a role potentially 2+ years from now.
The Traffit organizational chart is available so that employees, clients and our community can see how our resources are distributed and how they change as we grow.
The organizational chart is also used to show our future hires and timelines, so you can see our expected team growth. People wishing to join our Traffit team can see when we will hire in their chosen field.
Each of our Traffit team members now have a Traffit Skill Score. Individually, they now know the scope of the growth in their current role.
As a business, we can now also asses our overall skill competences at both departmental, and company level. If an element of our business or product is under performing, we can now analyse our skill level in that field and decide on the course of action.
We also know that overall employee development is vital to achieving our growth goals. Therefore this countable measurement will allow us to understand the patterns between our growth and our team.
We also know that overall employee development is vital to achieving our growth goals. Therefore this countable measurement will allow us to understand the patterns between our growth and our team.
Current Traffit Skill Score
474
Traffit Pathways Newsletter
If you are interested in the Traffit Pathways and would like to learn more about its effects on our business, we will be sending quarterly newsletters. We will share how each of the sections evolve and how it impacts our business goals.
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