Define and roll out job architecture to your whole organisation, in weeks

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155k

skills created

45%

average annual skill growth

45,000

hours saved writing content

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Identify skills within your people

“The thing that’s really impressed me is how easily the managers have got it set up with valuable information for the rest of the team. That takes a massive part of the inertia away from this sort of exercise.”

“Even some of the managers who were very against this concept are now completely turned around and love it. They now do more check-ins than we prescribe!”

“Without Progression, we would have taken much longer to realize a few much-deserved promotions for team members who had quietly been doing amazing work.”

“Progression has accomplished three things for us. We're hiring really well, we're keeping people engaged, and we're confident that we can scale into the future.”

“It was super easy to create our framework. You just add some skills and play around with levels, and create your org that way.”

“We had someone who had given us verbal notice because she didn't know what development and progression looked like at Converge. We were able to use Progression’s existing database of skills to quickly map that out and put something tangible in front of her in a few days. It was a really great retention tool and she’s still with us now””

“Since implementing Progression, I've retained every single person that we've hired, and our scores and pulse survey results are now the highest in the company”

“We ask ourselves, am I working towards, meeting, or exceeding a certain competency or skill? We use Progression to do this (and capture wins in between reviews 🎉).”

“Promotions: Take the time to figure out what someone needs to do to progress, work through it with them, explain carefully where they’re doing well or not… because it’s right for them. Shout out to Progression for making this so much easier for me!”

“Because we use Progression, people know exactly what they need to learn and achieve to achieve a promotion or change in role.”

“Our Check-ins are now more informed about the expectations and also the individual's successes during the period. This information leads to much better career development conversations.”

“I like the eagle-view of the Career Framework for a selected team, where all skills, positions and required levels are juxtaposed. This is a very clear view that is easy to communicate internally and externally too.”