Jason Averbook on Why Change Is the Strategy

Workforce transformation is in a state of flux.

We’re caught up in buzzwords like ‘employee experience,’ while the way work gets done is rapidly evolving. Organizations are focused on skills, but the pressure for results has never been higher.

Meanwhile, AI is shifting the landscape of who does the work—and how.

In this episode of Skills Connect, Reejig CEO Siobhan Savage speaks with Jason Averbook, Senior Partner at Mercerand a leader in HR tech innovation. With decades of experience, Jason reveals why businesses are still stumbling over outdated HR strategies, and what they must do to integrate AI, redesign workflows, and build a future-ready workforce.

1. Change Isn’t the Enemy—it Is the Strategy

Too often, change is treated as something to manage, delay, or delegate. But in a world that’s shifting systemically—across work, government, education, and humanity—standing still is the real risk.

“Change is not the enemy. Change is the strategy.”

Organizations need to get off the barge and onto the jet ski. That means mindset shifts first—toolsets second.

Takeaway: Stop fearing change. Start building for it.

2. Jobs Don’t Matter. Tasks Do.

Job codes, FTEs, and salary bands still dominate workforce planning—but they don’t reflect how work actually happens.

“Jobs don’t matter. Tasks matter.”

The real opportunity lies in understanding the building blocks of work—so we can redesign roles, reassign work, and reimagine what people + AI can do together.

Takeaway: Map your work at the task level. That’s where transformation starts.

3. Most Companies Are Laying Off the Wrong People—and Hiring the Wrong Ones

Without the right data, workforce decisions are guesswork. And most orgs are still operating in the dark.

“Every organization in the world is laying people off—and they’re not the right people. Every organization is hiring people—and they’re not the right people.”

It’s not about headcount. It’s about capability. And without a clear view of what work is being done and who’s doing it, strategy breaks.

Takeaway: Make people decisions based on evidence—not legacy org charts.

4. Stop Blaming the Tech. Start Fixing the Data.

Generative AI isn’t magic. It runs on data—and most companies don’t have the foundations in place.

“You can’t build an AI-first strategy on blank spreadsheets.”

Whether it’s Microsoft Copilot or internal AI models, outcomes are only as good as the data they’re built on. Garbage in, garbage out.

Takeaway: Good AI starts with clean, contextual, and connected data.

5. Digital ≠ Technology

Digital transformation has nothing to do with software—it’s about shifting the way people think, work, and design for the future.

“Digital doesn’t equal technology. It’s a mindset.”

The organizations that win won’t just implement AI. They’ll embody it—shaping how humans and machines team up, not just coexist.

Takeaway: Don’t adopt AI. Live it. And start with purpose, not platform.

Final Thought: Be the One Who Builds What’s Next

The CHRO of the future won’t be a compliance manager or policy gatekeeper. They’ll be a Chief Work Designer—breaking down silos, rethinking roles, and orchestrating human + AI capability at scale.

“If your company isn’t jumping on AI yet—cool. But then don’t hire AI people. You’re wasting time.”

Whether you’re a bold early adopter or still getting your data house in order, the message is clear: This isn’t about five-year plans. It’s about five-day momentum. The world is changing. And now’s the time to choose how you lead.

Love bold conversations like these? Tune in live to Skills Connect every Wednesday at 11am EST.