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Levels of work

"We seem to be suffering from "title creep." We've got managers, senior managers, directors, executive directors, senior executive directors, and they all seem to be doing the same work. What's the difference between them all?"

Often titles (and corresponding remuneration) are used as a retention strategy, or as a reward for a job well done. Unfortunately, such rewards tend to lead to political games and reduced trust.

We provide you with scientific-based differentiators for work at different levels of complexity, from the front line up to the CEO or President. Basing promotions and title changes on these differences in work complexity ensures equity and engenders trust.

Here is an example of work differentiators for the HR function.

In an accountability-based company...

• People understand how many levels of work are required to achieve the company's strategy.
• People understand what distinguishes the different levels.
• Each level of work is staffed with people capable of working at that level.
• Each level of work is valued.