Challenge:

Employees requesting salary reviews, feeling disenfranchised. Career paths not defined, a lack of job title uniformity, all decisions based on Line Managers discretion. 

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Solution:

A complete career progression framework, linear and non-linear routes from the junior to director level, salary bandings researched and applied uniformly. Objective and regular performance reviews led by the employee.

Outcome:

Motivation boosted as objective achievements were celebrated, non-linear progression utilised for the first time and new hires cited framework as the decisive element in decision to join. Close alignment of personal development with company objective meant that progression for individuals meant progression for the company.