As Canadian organizations look to energize and retain talent, the use of career frameworks could more than double
A growing number of Canadian organizations are taking action in the fight to win, and retain, top talent. As competition heats up, some leading employers have embraced a career framework strategy to help them pull ahead.
Mercer’s Career Frameworks in Talent Management Survey reveals that while 34% of Canadian organizations have a partial framework, an additional 47% plan to implement one — nearly a 140% increase. Though Canada has been slower to adopt career frameworks as a comprehensive solution to some of their most formidable talent management challenges compared to some other countries, change may be right around the corner.
Do you currently have a career framework in place?
Mercer’s 2015 Career Frameworks in Talent Management Survey
* Not all respondents answered
Many organizations are looking to either refresh existing frameworks or implement a new one to get ahead of change — and the competition. As many as eight in 10 Canadian organizations have either implemented a framework or plan to. And those who say they do not plan to implement a career framework (18% in Canada) point to internal barriers (time, resources, leadership buy-in) rather than their opposition to the tool.
Engaging employees in the process, giving them ownership of their success and providing a framework that shows them how to get where they want to go is essential. Those who have implemented a career framework say that it works; in fact, 76% worldwide say they are seeing a positive return on their investment.
Career Frameworks clearly outline the relevant career levels and job families within an organization, show various career progression paths, and help employees understand career options, development opportunities, and impact of various careers on the company’s business plan.
Implementing any kind of change in an organization can be challenging, but the right approach can benefit everyone. To get the most out of a framework, organizations should periodically make updates to ensure the tool is keeping with internal and external changes.
And remember, communication is key. Culturally, an organization should clearly and repeatedly demonstrate its commitment through employee communications and ensure engagement at all levels, from the most senior executives to the frontlines.
Managers play a vital role, as they present the strategy and tools to their direct reports, communicate its advantages, counsel employees, ensure departmental buy-in, and more. To enhance user experience and manager participation, consider the following:
The 2015 Career Frameworks in Talent Management Survey was conducted in partnership with Human Capital Media Advisory Group, the research arm of Talent Management and Workforce magazines.
By clicking Submit, I agree to the use of my personal information according to the Mercer Privacy Statement. I understand that my personal information may be transferred for processing outside my country of residence, where standards of data protection may be different.