Rolling out
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      2. Six-week rollout
      3. Rolling out

      Assessing the size of the change

      This article is for Project Leads.

      Congratulations! You’ve reached the final phase of the project — the all important rollout! Your organisation’s frameworks are built, any feedback from the working group has been actioned, and you’re ready to share your hard work with the rest of the team.

      But before you do, it’s worth considering the size of this change for your people. Perhaps your organisation has lacked hierarchy, consistent job titling or clear progression routes previously — in these situations the rollout of frameworks will be a big cultural change and therefore require some some change management. Or perhaps your organisation already had frameworks and clear criteria for promotion — in this case the impact of the rollout will be much smaller, but still felt.

      Whichever group your organisation falls into, you should assess where you are right now, and what you need to do to embed Progression effectively.

      💡 Your Progression Onboarding Lead is on hand to help you assess the size of the change and advise on the most effective ways to rollout for your organisation. We also have a selection of rollout resources available which can be tailored to your needs.

      Remember that, regardless of the size of this change for your organisation, the benefits of a successful rollout far outweigh the effort needed to launch and transition to this new way of working!

      Here’s a quick reminder of those benefits, for execs, managers and teams.

      Execs can:
      • Create a more transparent and fair work environment — everyone’s on the same page, and clear on what they need to do to advance
      • Demonstrate the organisation’s commitment to development and increase the likelihood of your people sticking around
      • Establish the organisation as a leader in modern employee engagement and attract the best talent.

      Managers can:

      • Provide a more structured onboarding process which outlines a new joiner’s responsibilities from the outset

      • Highlight internal mobility opportunities, whether they be vertical, lateral or ‘spiky’

      • Have the confidence and clarity they need to support their teams effectively, identify opportunities for improvement and advocate for what their reports deserve.

      Team members can:

      • Understand what’s expected of them in their position, and how this ties into organisation-wide values and goals

      • Get clear on what they can do to progress within the organisation, and the opportunities for growth available.