Job architecture projects are challenging and complex for any organization. They have the potential to improve employee attraction, engagement, and retention.

Employees don’t just want to be paid what they are worth. They also want a clear understanding of how they can grow and develop their career.

Pitfall #1 is governance. Without it, the decision-making process around jobs and their standard titling and categorization may be inconsistent. Governance also helps to ensure that what you pay is competitive, equitable, or fair.

Most employers don’t put the governance in place to maintain the job architecture they design and implement.

Pitfall #2 is complete and accurate data. Job architecture projects rely heavily on data analysis. Accurate data on job titles, responsibilities, and compensation is critical to the project’s success.

Most employers don’t have complete and accurate employee and job data.

Pitfall #3 is change management. These projects involve significant changes to job roles, responsibilities, HR processes, and compensation. This can be disruptive to employees, who may feel that their jobs are being threatened or that their contributions are not being recognized. Organizations may encounter resistance or even outright rejection of the proposed changes.

Most employers don’t invest enough time and energy in developing and executing a change management plan.

If you are considering a job architecture project and are worried about how to ensure its success, let’s talk.

If you don’t know what a job architecture project entails, we should talk too. It can support your company’s growth and revenue goals.

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