Ryan Dixon, author of “The pitfalls of internal career systems and the insights to avoid them“, says that early 2017 is the right time to get your Internal Career Systems working in order retain employees and allow you to have more sophisticated Performance Reviews combined with career progression conversations.

 

“Our solution is for organisations that have employees and managers that are dissatisfied with the internal career system but are not enamoured by the traditional solutions which involve creating dense, difficult to maintain, centrally controlled repositories of career information that are rarely used,” Ryan says

 

“Instead, Maximus is designing solutions that are market-based, more effective, and easier to maintain. They enable internal “buyers and sellers” of talent to come together and flexibly match skills and interest with job needs. Unlike detailed pathing and dense, boring binders or job content and capabilities written in jargon, these solutions encourage employees and managers to meet, tell their stories, learn about jobs, and make connections.”

 

“Maximus is designing solutions that are market-based, more effective, and easier to maintain. They enable internal “buyers and sellers” of talent to come together and flexibly match skills and interest with job needs.” Ryan Dixon

 

Now is the right time for mid-year (or new year) performance and development conversations and many managers and employees express frustration that they aren’t able to effectively incorporate career development into these conversations. In order to reduce this dissatisfaction before the next round of formal reviews in July or August, we encourage clients to begin thinking about exploring a change to their internal career systems now.

 

Next steps?

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