Experts are great.

There is the retail consultant who can give you specific information on seafood for your birthday party. (They really do exist, I asked one of them).
There is the cyber security expert who not only prevents hacker attacks. She is also crucial for a company in case of a security break.
There is the expert in presales who really understands the customer. Through his contribution, your company got the project.

The value contribution of these experts is high, their training is costly. In a shortage of skilled labour, many experts are difficult or almost impossible to replace.

And now comes the but.

Quite a few experts are frustrated. They contribute specialised knowledge and dedication every day. But they are not listened to when it comes to ground-breaking decisions. Even worse, experts may have to cope with decisions that they would never have made.

Why is that? - It is also because many of them are not visible with their expertise. Because there are no expert careers in the company.

It is all about added value and appreciation for experts.

Fake specialist career?

There is a great temptation to "just" upgrade individual experts with a kind of special role; often a "senior" or similar title is awared for someone. But this is not a specialist career, because the promotion is incomprehensible to other experts.
They ask themselves: what does he bring to the company that I don't?

Go for professional expert careers

That is the difference to expert careers. They are not an ad hoc measure; instead, the special requirements for experts are clearly described. Expert career paths offer structured development, so it needs to be clear what is expected in the next level.

Requirement profiles are the basis of expert careers. Putting them up is HR craftsmanship, not witchcraft. We are ready to support you.

Do you have any questions? Feel free to comment or write to bergdolt@move-hr-forward.com