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Change Agent Compensation and Retention

Jan. 2, 2014
How do you compensate and retain change management professionals?

During the 2013 Change Connect Symposium produced by the Association of Change Management Professionals Pacific Northwest Chapter, we facilitated a workshop on finding and developing change agents. In the workshop about 40 change management professionals divided into six groups to list their collective thoughts on four issues.

The four issues are:

  1. Required competencies of a change management professional
  2. Sources of change management talent
  3. Activites to develop change management competency
  4. Compensation and retention activities

This is the fourth of four blogs on the results. How do you compensate and retain change management professionals?

Compensation/Retention

  • Based on Role/Experience
  • Opportunities for Professional Development
  • Communications/Coordination Role to CM Role
  • Career Path/Mentor
  • Is Entry-Level Needed/Capable of Being Successful
  • Out of College $35-$50K
  • 1-3 Years of Experience $60-$75K
  • Project – Program – Portfolio Path
  • Travel, Training and Opportunities as Benefits
  • Performance Based on Project KPIs
  • Involvement on Project Design
  • Recognition
  • Cross Departmental Assignments
  • Internal and External Mentors

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