Structural Engineering, Engagement, and Equity
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BUSINESS MANAGEMENT TRAINING

KNOW:


  • There is a disconnect between how managers and staff perceive expectations/opportunities for advancement
The 2016 SE3 survey results show that, compared to entry staff/entry level engineers, principals/owners are 32% more likely to agree or strongly agree that expectations for advancement are effectively communicated in their firms
  • Improving the performance review process can help bridge the gap between management and staff

DO:

  • Assess and improve your performance review process.
Tips to improve performance appraisals    https://www.thebalance.com/improve-performance-appraisals-1918839

  • ​In an individual’s performance review, collect input from supervisors, peers, and staff reporting to the individual.
Information on 360 reviews
https://www.thebalance.com/what-is-a-360-review-1917541

Best practices for 360 reviews
https://www.surveygizmo.com/survey-blog/guide-to-360-reviews-what-is-a-360-how-do-you-administer-360-feedback/


  • Normalize reviews across all disciplines and departments.

    Normalization of performance review process
https://empxtrack.com/blog/normalization-performance-evaluation-scores/


  • During performance reviews, be specific—qualitatively and quantitatively—about improvement requirements and timelines.
 
  • Provide real-time constructive criticism and positive recognition.

Build a culture of employee recognition
https://www.forbes.com/sites/theyec/2017/02/02/seven-ways-to-build-a-culture-of-employee-recognition/#5b94bdd71aaa

Identify stages in the performance review process which may be vulnerable to implicit bias.

PERFORMANCE REVIEW

KNOW:


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DO:

Best Practice Resource Guide

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What to Know
  • People who left the profession cited “poor management” as one of their top reasons for leaving​
What to Do
  • Provide business management training to engineers
  • Encourage engineers to enroll in a part-time MBA program or other business training course.
  • Or use free courses like this one: MasterClass “How to Manage Your Employees and Build a Strong Team” 
  • Develop people management skills:​ MasterClass on managing different personality types. 
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What to Know
  • There is a disconnect between how managers and staff perceive expectations/opportunities for advancement.​
What to Do
  • Assess and improve your performance review process
  • Collect input/feedback from everyone (simple questionnaire)
  • Identify stages in the performance review process which may be vulnerable to implicit bias. 
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​What to Know
  • Alignment of daily tasks with career goals is one of the top indicators of overall career satisfaction
What to Do
  • Align daily roles and responsibilities with employees career goals. Re-assess assignments and employee goals on a regular basis.
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What to Know
  • Structural engineers with mentors are significantly less likely to consider leaving the profession.
What to Do
  • Create an internal mentorship program (formal and informal). Encourage all employees to find a mentor (internal or external)
  • Read about different kinds of mentors: " Keeping Great People with Three Types of Mentors"​  ​
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​What to Know
  • Burnout effect is real. The more hours an engineer works, the more likely he/she is to consider leaving.
What to Do
  • Curb the culture of long hours. Monitor hours worked by all staff, and do not encourage, require or expect long hours on a regular basis.
  • Adopt policies (such as overtime pay or comp time) to improve engagement during periods of high work load.
  • Read: Inc “Stop Working More Than 40 Hours a Week”​​
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​What to Know
  • There is a gender pay gap in the structural engineering profession.
What to Do
  • Watch: Roundtable on Pay Equality in Technology​
  • Perform annual compensation audits to ensure pay equity is achieved.
  • Stop requesting salary history from new job candidates
  • Watch: "Closing the Wage Gap"​
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What to Know
  • There are flexibility benefits that employees want but do not receive, and benefits that are offered, but not used.
What to Do
  • Create a robust transparent work flexibility program (with input from staff) and empower employees to use it.
  • Read: “5 Ways to Make Workplace Flexibility the New Way of Working"  ​
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What to Know
  • There is a negative stigma against employees with children. Engineers with children advance at a slower rate than engineers without children.
What to Do
  • Provide comprehensive support to employees with children or dependents.
  • Read: “The Flexibility Stigma” ​
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What to Know
  • The best place to start in understanding engagement and equity is to collect data.
What to Do
  • Conduct an internal engagement/equity survey in your firm. SurveyGizmo’s “How and Why Engagement Matters and How to Measure It”​ 
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What to Know
  • Firms that are able to embrace and realize the benefits of diversity are reportedly more successful and competitive.
  • Identifying and assessing workplace diversity issues are key to effectively developing and implementing diversity plans
What to Do
  • Acknowledge and communicate benefits of diversity to all staff : "The Business Benefits of Gender Diversity"
  • Acknowledge the challenges of diversity and train staff to reduce the effect of implicit bias
  • ​Read: Challenge implicit bias
  • Create and sustain a healthy workplace culture​
  • Events
    • 2025 SE3 Symposium >
      • Registration
      • Program Overview
      • Program Deep Dive
      • Travel
      • FAQ
      • Symposium Planning Team
      • Sponsorship
    • Past Events >
      • 2025 Navigating a Career as a Non-US Citizen
      • 2024 Fostering Racial Equity
      • 2024 Parenting Charrette
      • 2024 Celebration of Women in Structural Engineering
      • 2023 Long-Term Mentorship Program
      • 2022 SE3 Symposium Recap >
        • Thought Leaders
        • FAQ
        • Symposium Link Tree
      • 2019 SE3 Symposium Recap
      • 2017 SE3 Symposium Recap
  • Contributors
    • Past SE3 Committee Contributors
  • Publications & Best Practices
    • SEAONC SE3 Publications
    • NCSEA SE3 Publications
    • Monthly DEI Spotlight
    • SE3's Commitment to Racial Justice
  • News
  • Contact Us