Kim Scott talks about this in her book "Radical Candor" [1], and I agree with her perspective. A well rounded team needs people who looking to take on big new projects, but also people who become deep domain experts. Sometimes called a "guru". People who don't want to progress are this latter group.
The key is to (1) make this arrangement explicit and regularly check in, and (2) find non-promotion ways of rewarding and recognizing good work. This will be dependent on the person, and isn't as clear cut as the promotions track.
I think it's great to just be happy with what you're doing, and focus on other things in life.
The key is to (1) make this arrangement explicit and regularly check in, and (2) find non-promotion ways of rewarding and recognizing good work. This will be dependent on the person, and isn't as clear cut as the promotions track.
I think it's great to just be happy with what you're doing, and focus on other things in life.
[1] https://www.goodreads.com/book/show/29939161-radical-candor