Why Change Management is the Unsung Hero of Successfully Transitioning to a Skills Based Organisation (And my Top 10 Tips for Making Talent Marketplaces Actually Work)
In the race to become a skills-based organisation, organisations are throwing around buzzwords like “agility,” “growth mindset,” and “talent marketplace” faster than you can say “upskilling.” But let’s be real—without change management, this whole transition is just a really expensive experiment.
Why Change Management is the MVP of This Transition
“Ah, change management—the corporate equivalent of a gym membership. Signing up is easy, and everyone’s excited at first. But without the right motivation, clear routines and ongoing encouragement, people stop showing up and all that potential goes to waste.
A Talent Marketplace works the same way— without the right change strategies, employees won’t know why and how to use the marketplace; managers won’t support it and leadership will wonder why their shiny new toy isn’t delivering results.
Cue: panic! So, let’s talk about why change management is the secret sauce to making this shift stick—and how you can actually pull it off based on my experience of successfully implementing Talent Marketplaces in four global organisations.
10 Ways to Set Up Your Talent Marketplace for Success
1. Get Leadership Buy-In (No, Really—You Need This)
If your leadership team isn’t all-in, you’re basically trying to convince a cat to take a bath. Not happening. Leaders need to be loud, proud and convinced about the change—hosting town halls, sharing personal experiences and embodying the new behaviours you want to see.
2. Make It About the Business, Not HR
A talent marketplace isn’t just another HR initiative—it’s a strategic enabler. It is critical to link skills directly to strategic objectives like innovation, efficiency and customer satisfaction. If you can prove that this will make your company faster, smarter and more profitable, people will listen.
3. Integrate It into the Employee Life Cycle (Because No One Likes a Bolt-On Feature)
A Talent Marketplace shouldn’t feel like a side hustle; it needs to be baked into recruitment, onboarding, development, performance reviews, retention etc.—you name it.
For instance, during onboarding, new hires can explore projects that spark their interest, while during performance reviews, managers can guide employees toward opportunities that align with their career aspirations. This holistic approach ensures that every touchpoint reinforces the transition to a more dynamic skill-based organisation.
4. Talk to Employees Like Actual Humans
Communication is everything. And no, one company-wide email is going to cut it. Use data to tailor your messaging and the engagement channels:
- Gen Z? Think TikTok-style updates and short videos.
- Millennials? Give them an engaging newsletter or quick-hit emails.
- Boomers? Maybe a well-crafted, informative guide.
And for the love of retention, make it clear what’s in it for them so they learn, develop, grow and stay!.
5. Personalisation is King (Who Wants Generic Career Advice?)
People want career development that actually works for them. Use data to match employees to projects that align with their skills and interests. The more personal it feels, the more engaged they’ll be. Change isn’t one-size-fits-all.
6. Keep the Marketplace Alive (Or Risk It Becoming a Ghost Town)
A talent marketplace only works if there’s a balance of supply and demand. If you don’t have enough opportunities, employees will lose interest. If there aren’t enough skilled employees, managers will get frustrated. Keep things fresh by regularly adding new gigs and encouraging leaders to actively post projects.
7. Make It a Habit, Not a One-Time Thing
If employees only check the Talent Marketplace once a year, you’ve already lost. Create a culture of exploration by integrating it into their routine:
- Weekly Line Manager check-ins to browse opportunities
- Gamified challenges to encourage participation
- Automated nudges to remind people of open gigs, new jobs and personalised learning
The goal? Make internal mobility second nature.
8. Win Over Line Managers (They Can Make or Break This)
Line managers hold the keys to adoption. If they see this as a threat (“Wait, my top talent might leave my team?!”), they’ll block it. Flip the script: show them how this actually makes their lives easier. Less hiring stress. More engaged employees. And access to talent to unlock capacity issues.
9. Create a Culture Where Learning is the Norm (Not a Nice-to-Have)
Want employees to actually use the marketplace? Give them time to explore. Introduce dedicated “learning hours” where they can take on gigs, develop skills and gain experience. A little breathing room = a lot more engagement.
10. Celebrate Wins Like Your Job Depends on It (Because It Kinda Does)
People love stories. Highlight employees who landed dream projects through the marketplace. Show teams that self-directed learning is actually working. The more success stories you share, the more people will want to jump in.
Final Thoughts: Change Management is the Secret Sauce
Transitioning to a skills-based organisation isn’t just about rolling out a fancy new platform. So, as you embark on this exciting journey, remember change management isn’t just a checkbox on a project plan. It’s about changing mindsets, building new habits, and creating a culture where people embrace future fit opportunities.
Change management is the glue that holds it all together. Invest in it. Own it. And watch your organisation transform.
Now that’s a change worth celebrating.
How Jiva Solutions Can Help
At Jiva Solutions, we don’t just talk about skills-based organisations—we help organisations actually build them. From implementing talent marketplaces to designing change management strategies that stick, we’ve helped global organisations turn skills-based transformation from a nice idea into a business reality.
Need help navigating the shift? Let’s talk. Because your future workforce isn’t just waiting—it’s already here.
Neeta Saggar
Want to know more? Let’s have a chat – email us at info@jivasolutions.co.uk or visit our Talent and Skills Practice page.
