How Reward Strategy helped JT drive growth

The reward strategy that we helped JT to develop focused on three core recommendations.

Recommendation 1 – an underlying structure of job families:

First, we recommended that JT introduce an underlying structure of job families built around broad-bands, replacing the outdated narrow-graded structure that had become unfit for purpose. The job family structure allowed JT to reward the acquisition of competence and skill, which had been identified during the discovery stage as something the organisation valued and was therefore prepared to pay for. It also provided a framework for clear career planning and progression.

Recommendation 2 – a pay matrix approach:

Second, we recommended that JT adopt a pay matrix approach that provided the biggest pay increases to high-performing individuals relative to their position against the market. This replaced the existing time-served increments that rewarded length of service. Adopting a pay matrix approach allowed JT to use base pay to drive performance, which helped them foster a high-performance culture and supported the achievement of the business strategy.

Recommendation 3 – a company-wide bonus scheme:

Third, we recommended that JT introduce a company-wide bonus scheme that rewarded a combination of individual and business performance, replacing an  existing scheme that solely rewarded individual performance and was only open to managers. The company-wide bonus scheme allowed JT to reward people relative to their contribution towards the achievement
of individual as well as business objectives. It also helped to create a sense of fairness because it was open to all staff.