Careers, titles and rewards are deeply personal and influence how people define themselves. Many organizations grossly underestimate the human impact of a new career framework and fail to manage the transition.
When change management isn’t embedded in the planning and implementation, the new framework can be an instant disengagement for employees.
Change also brings opportunity. Given the breadth and impact a career framework can have on both employers and employees, it can be a mechanism for driving organizational change. Effective change management involves all levels of employees and presents an opportunity to inspire and connect everyone to a shared vision, while informing them about career opportunities.
Mercer recommends a project approach to change management to ensure all stakeholders are equipped for the change and to enable a successful adoption of the new or refreshed career framework.