Josh Bersin is known for his work in employee experience including his latest book “Irresistible: The Seven Secrets of the World’s Most Enduring, Employee-Focused Organizations.”
In his webinar this week on “Market Trends 2025: AI, HR and What’s next in 2026”, Bersin identified that there are so many opportunities for people to reinvent themselves in today’s environment.
With career advancement one of the key drivers for what people most want in a job, it’s people’s attachment to linear progress supported by narrowly defined job architecture that holds back growth – of the individual and organisation.
In dynamic organisations, people move around from role to role. Research indicates that companies who move employees around more generate 27% greater profit and higher revenue growth.
Bersin says “But what’s happening in most companies is so many job titles, descriptions, managers etc, that people don’t want to let go of their job because that is their career – that level, that title, that pay, that corner office or whatever it is that’s holding them where they are, it makes them believe what that role should be.”
This needs a job architecture that facilitates mobility – dynamic job design where employees feel purpose and empowered, and the company regularly rebalances roles to avoid layoffs.
“But you also need to create a culture of reinvention, a culture of growth, a culture of change, a culture of mobility”, he continues.
People and culture teams facilitate growth of the individual (and organisation) through reinvention with job architecture that facilitates mobility, strongly supported by AI, and building the dynamic culture with the human touch.
What the webinar didn’t address is individual’s and society’s continued attachment to traditional definitions of success and linear growth – despite much talk over the years that things are changing. For the future of work and successful implementation of AI, growth needs to be redefined as diversity of experiences, learning new skills and adapting to new roles – in promise and delivery. Growth through reinvention. Not stuck in the corner office with the view and the title.
To develop a relevant, compelling and unique employer brand that attracts, retains and engages current and prospective employees, the organisation needs to embed its definition of growth – with the job architecture and culture that facilitates it – into both its employee value proposition and experience.
Contact rachel@thehealthybrandcompany.com for more information on research and strategy for redefining growth and defining your employer brand, employee value proposition and experience.
You can watch the webinar here: https://info.joshbersin.com/the-josh-bersin-company-2025-market-trends-ai-hr-and-whats-next-for-2026
