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.; How organizations respond to these changes depend on which of the factors above fit the situation, Martin said.

“Go out and talk to your leaders about how workers fit into new titles and look at the amount of change impact that’s likely to happen,” said Stoskopf, adding that this is the point where change management takes over, “so make sure a communication plan is made and executed.”

Rather than using a one-size-fits-all approach, which can feel impersonal and punitive to sellers, leaders formalize pathways, allowing talented sellers to select into working styles and career paths that optimize productivity, concurrently mitigating a major turnover risk.

READ: Boost Usage of Mental Health Benefits Through Peer Storytelling Setting the Stage for Success There’s no one-size fits all benefits enrollment communication strategy, but organizations this year are implementing more tactics and channels than ever before to meet people where they are — in pursuit of personalized communication, less complexity, targeted education and streamlined decision making.

Range fit Drift creeps in quietly.

The workforce that works is the workforce that fits the context within which it performs the work.

., alcohol counseling, fitness programs), to disease-management programs (McHugh 2016; Tomaschek et al. 2018).

Stewart and Brown (2019) suggest two dimensions to identify the correct fit between human capital and an organization’s strategy.

Do away with the one-size-fits-all approach to rewards.

Challenge No. 1: Personalizing Incentive Plans One-size-fits-all sales comp plans are often valued because they are simple to communicate and easy to administer.