Disengagement signals

Where the standard develops it

• CC-4Motivation, recognition, and sustainable paceIncluding in distributed and hybrid teams.
• PL-5Career development and growth pathsOne-on-ones, promotions, the Staff+ track, and the IC/manager choice.

Related terms

Burnout

Exhaustion, cynicism and reduced efficacy caused by the conditions of the job (workload, control, reward, community, fairness, values) rather than by a shortage of individual resilience.

Calibration

Aligning evaluation standards across interviewers, managers or organisations so that the same capability or performance earns the same judgment.

Glue work

The coordinating, documenting and unblocking work that holds a team together and rarely shows up in the artifacts a promotion process values.

Growth ladder

An explicit description of what each level looks like for each competency, so that a promotion is judged against a shared description rather than against how assertive a manager is.

Key-person risk

Critical capability, context or ownership concentrated in one person, so that the organisation is destabilised when they leave or are courted.

Managerial leverage

Grove's framing that a manager's output is the output of the organisation under them, and that activities differ in how much output they produce per hour spent.

One-on-one

The recurring, protected meeting between a manager and a report.

Readiness

Already exercising the judgment of a larger scope on real stakes before holding the title.