Designing Career Progression Frameworks for Software Engineers
Designed for Engineering managers in mid-sized SaaS companies tasked with building or revamping internal career progression frameworks for software teams to spark real collaboration and high-energy learning.
A 90-minute virtual workshop for engineering managers who are frustrated by vague promotion criteria, inconsistent growth paths, and skepticism from their technically savvy teams. The session is interactive, with breakout rooms and live polls to address the challenge of perceived HR jargon and to foster actionable, peer-driven solutions.
Reverse Career Ladder Reveal
Show two anonymized career progression diagrams—one from a fintech unicorn, one from an open-source org. Ask participants, 'Which path do you think created more internal mobility and satisfaction?' Let them guess before revealing real company outcomes. This builds immediate curiosity by contrasting recognizable frameworks.
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Why this works
Opening with visual, real-world examples leverages curiosity and primes participants for deeper exploration. Surprise fuels engagement and lowers resistance.
Promotion Myth Busting Cards
Distribute digital cards (or handouts in-person) with statements like 'Engineers must become managers to advance' and 'Frameworks kill creativity.' Participants select which are true or false, then facilitator reveals industry data and counter-examples.
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Why this works
Blue-tone activities challenge assumptions and surface misconceptions, opening minds for more accurate, evidence-based learning.
Framework Sketch Pad
Invite participants to sketch what they think a 'perfect' career framework looks like for their team—no art skills needed! Use digital whiteboards or paper. Emphasize low stakes and creativity over perfection.
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Why this works
Low-pressure, orange-tone activities encourage participation from everyone, including quieter voices, and lower fear of judgment.
Speed Mapping Challenge
Run a timed contest: teams race to build the most motivating career progression map for a fictional engineer named 'Sam.' Use sticky notes and role cards—each team must include at least one technical and one cross-functional growth option. Timer and music add energy!
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Why this works
Purple-tone activities foster high-energy collaboration, urgency, and healthy competition, which boosts engagement and learning retention.
The Senior Engineer Dilemma
Pose a real-world scenario: 'Alex is a senior engineer, stagnating for 2 years but hesitant about management. With only a generic framework, Alex feels stuck. What would you do differently?' Participants discuss in pairs, then share actionable design fixes.
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Why this works
Pink-tone dilemmas anchor learning in lived experience and drive emotional engagement by connecting frameworks to real people and stakes.
Growth Conversations Journal
End with a guided journaling prompt: 'Recall a time you felt stuck or energized in your own growth. What framework elements would have helped?' Participants write, then share reflections in small groups, connecting personal experience to the frameworks they design.
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Why this works
Teal-tone activities drive synthesis, self-awareness, and lasting learning by fostering personal connection and reflection.
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