Today’s guest blog is written by Jayme Miller, a Human Resources Generalist at Promega, who has some tips for creating an IDP that will help you achieve your goals. Individual Development Plans (IDPs) are common career development tools used in industry, and there has been a push for PhD programs to incorporate career development tools such as IDPs. By creating an IDP, employees and students both have a formal way to communicate their career goals and help them stay on track.
There is one question I am frequently asked by candidates during the interview process—“Is employee development a focus at this organization?” Employees frequently tell me they are looking for employers and opportunities where they will have the ability to learn, grow and develop. While that all sounds great, it is important to have an upfront and transparent discussion about roles, responsibilities and expectations when it comes to employee development.
Many organizations indicate that they have an employee development “program” at their organization, but when they begin talking about their program, they describe their performance management process. Often, they will describe how employees are evaluated and provided feedback from their manager. Feedback is a key component for employee development, but it is up to the employee to use that feedback to create action items that will give them the opportunity to learn and grow.
Often employees believe that employee development is something provided by companies to employees, that it is something that employers make happen for employees. Good organizations will offer continuous learning opportunities and a feedback culture that allows employees to learn and grow. However, no employee development program will work for an employee who is not fully engaged in their own development and does not take ownership over the process. It is ultimately the employee’s responsibility to ensure they are actively taking the steps to develop within their role and within their organization.
On February 13, 2020, a group of post-docs from the University of Wisconsin – Madison had the opportunity to spend a day at the Promega headquarters in Fitchburg, WI. Throughout the day, the group heard from a list of speakers including Tom Livelli, VP of Life Sciences, and representatives from Technical Services, Sales, R&D and Marketing. The day concluded with a tour of the Feynman Manufacturing Center, where attendees saw production and packing lines, as well as training and QC labs.
“It’s always encouraging as a scientist to hear about how
each person is different and how they’ve had different twists and turns,” says Alexa
Heaton, a post-doc studying immunotherapy interactions in mice. “It’s great to
hear from such a range of people and the different job types I could consider.”
To recap the day, we’ve captured a few of the biggest
Building a successful career in the biotechnology industry
is really just a series of transitions from one role to another. But the devil
is in the details—when to make a change, how to create opportunities and who
can be your champion as you pivot. So how do you navigate these factors to keep
your career goals on course?
I recently attended a symposium (presented by the University of Wisconsin Master of Science in Biotechnology Program, of which I’m an alum) that addressed this topic through the lens of one individual with a storied career in the industry. Bob Weiland currently serves on the Board of Directors for CymaBay Therapeutics. He has held various roles, from sales and marketing to operations and strategy, within large, established companies (Abbot, Baxter, Takeda) and smaller ones (Pacira Pharmacueticals). He drew on this wide-ranging experience to provide advice to professionals at all career stages.
Bob began the talk by declaring that there will be points in
your career when you reach a “hard spot” and will need to transition, whether
to a new role, company or even industry, to meet your career goals. He
suggested a good starting point is simply to be thinking about making a change.
But in the same breath he emphasized, “What are you doing about it?” He
identified four distinct actions that you can take to ensure role changes and
career transitions support your professional growth and development.
I used to love taking magazine quizzes to learn more about myself. I thought it would be fun to create a quiz to help you find out what scientific career path may be the best fit for you. Be open-minded while taking the quiz and remember that this is just for fun!
1. My greatest strength is:
a) My artistry b) My perseverance c) My attention to detail d) My problem solving skills e) My personality- I get along with everyone
A recent PNAS article tracked the careers of
scientists in three different fields based on research paper authorship. They
found that, over a 50-year span, there was a dramatic reduction in how long
scientists remained in each field, which they termed “survivability.” More than
half of the scientists that started out in the 1960s published in their field
for an average of 35 years, while about half of scientists starting in the
2010s published in their field for an average of 5 years1. Tracked academic
researchers were classified into three categories: transients (authors who had
only one publication during their career), dropouts (authors who stopped
publishing at various career levels), and full-career scientists (authors who continue
to publish in the field). Overall, the data showed that there are an increasing
number of transients that contribute to scientific papers. Thus, the authors of
the PNAS article concluded that the demographics
in those academic fields are shifting toward scientists who leave the field
quickly. The observed increase in the number of scientists who are temporarily
in academia makes sense, given the number of PhDs relative to the limited
number of faculty positions and permanent staff scientist roles. However, the
terms “survivability,” “transients,” and “dropouts” give the impression that
leaving academia means that these scientists have ended their career or failed.
When searching for a job it’s important to consider the job duties as well as the company and the company’s culture. Two companies have become famous for their cultures—Google and Zappos. Google is known as a company where you work hard in an amazing environment. Oh, and the food is free! Zappos is known as a place where employees are valued, and customer service is the first priority. Here at Promega, science rules, employee well-being is extremely important, and you can make a big impact regardless of your job title.
If you are able to find a company with an appealing culture and similar values to your own, it is a win-win situation. You will likely be happier in your job and therefore a better performer.
Here are some questions that you can ask to learn about the company culture and figure out if it is a fit with your personality and needs. These questions can be asked in an interview or in an informational conversation with someone in your network before you apply for a job. Keep in mind that there is no right answer to these questions. Some people thrive in government jobs while others have more of an entrepreneurial spirit; you need to figure out what type of culture will work best for you. Continue reading “Culture Rules- Investigating Company Cultures”
Compensation is a bit of a mystery to most people outside of HR. We go to work to make money and receive benefits, but aren’t always sure how our salaries and benefits packages are decided. In order to understand if we are being paid fairly, negotiate an offer, or counsel a friend on a career change, we need to have some understanding of compensation. Interestingly, in most cases, the more people know about how they are being compensated, the better they feel about their pay and benefits. I’m going to let you in on some secrets to help demystify compensation. Continue reading “Compensation 101: What You Need to Know Now”
By clicking “Accept All”, you consent to the use of ALL the cookies. However you may visit Cookie Settings to provide a controlled consent.
If you are located in the EEA, the United Kingdom, or Switzerland, you can change your settings at any time by clicking Manage Cookie Consent in the footer of our website.
Necessary cookies are absolutely essential for the website to function properly. These cookies ensure basic functionalities and security features of the website, anonymously.
This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Analytics".
The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional".
This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other.
The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Advertisement".
This cookie is set by GDPR Cookie Consent plugin. The cookies is used to store the user consent for the cookies in the category "Necessary".
This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Performance".
6 months 2 days
This cookie is set by the provider Media.net. This cookie is used to check the status whether the user has accepted the cookie consent box. It also helps in not showing the cookie consent box upon re-entry to the website.
This cookie is used to store the language preferences of a user to serve up content in that stored language the next time user visit the website.
Analytical cookies are used to understand how visitors interact with the website. These cookies help provide information on metrics the number of visitors, bounce rate, traffic source, etc.
This cookie is associated with Sitecore content and personalization. This cookie is used to identify the repeat visit from a single user. Sitecore will send a persistent session cookie to the web client.
This domain of this cookie is owned by Vimeo. This cookie is used by vimeo to collect tracking information. It sets a unique ID to embed videos to the website.
1 month 18 hours 24 minutes
This cookie is used to calculate unique devices accessing the website.
This cookie is installed by Google Analytics. The cookie is used to calculate visitor, session, campaign data and keep track of site usage for the site's analytics report. The cookies store information anonymously and assign a randomly generated number to identify unique visitors.
This cookie is installed by Google Analytics. The cookie is used to store information of how visitors use a website and helps in creating an analytics report of how the website is doing. The data collected including the number visitors, the source where they have come from, and the pages visted in an anonymous form.
Advertisement cookies are used to provide visitors with relevant ads and marketing campaigns. These cookies track visitors across websites and collect information to provide customized ads.
1 year 24 days
Used by Google DoubleClick and stores information about how the user uses the website and any other advertisement before visiting the website. This is used to present users with ads that are relevant to them according to the user profile.
This cookie is set by doubleclick.net. The purpose of the cookie is to determine if the user's browser supports cookies.
5 months 27 days
This cookie is set by Youtube. Used to track the information of the embedded YouTube videos on a website.
Performance cookies are used to understand and analyze the key performance indexes of the website which helps in delivering a better user experience for the visitors.
This cookies is set by Youtube and is used to track the views of embedded videos.
This is a pattern type cookie set by Google Analytics, where the pattern element on the name contains the unique identity number of the account or website it relates to. It appears to be a variation of the _gat cookie which is used to limit the amount of data recorded by Google on high traffic volume websites.