Growth Rollout Guide for Organizations

In this article: 

• Overview
• Manager-Centered Enablement
• Communicate the "Why" Clearly and Often
• Launch Structure: Create With a Share-By Deadline
• Supporting Employees Through the Experience
• Ongoing Reinforcement
• Sample Employee Announcement Email
• Sample Internal Timeline to Launch
• Quick Tips for an Effective Growth Launch

 

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Overview

Growth helps organizations create clarity, transparency, and alignment around employee development. To drive meaningful adoption, organizations need a thoughtful, manager-centered launch plan grounded in communication, motivation, and structure.

This guide outlines best practices for successfully rolling out Growth across your organization.

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1. Manager-Centered Enablement

Managers are the most influential factor in whether employees benefit from and engage with Growth. Strong manager alignment and participation increase employee understanding, plan sharing, and ongoing Growth Planning activity.

Key Recommendations

• Align leaders early. Ensure leaders understand the purpose of Growth and are committed to supporting employee development with intention. Identify Growth advocates across departments and involve them in the design, rollout, and ongoing promotion of Growth.
• Train managers before and after launch. Host dedicated trainings that cover:
  • Technical navigation and features
  • Coaching conversations
  • Interpreting competencies
  • Giving effective, ongoing feedback

• Ongoing manager training and enablement helps prevent Growth Plans from becoming a “set and forget” yearly activity.

• Provide manager talking points. Equip managers with clear messaging for team meetings and 1-on-1s around why Growth benefits employees and how managers plan to support their plans. Co-creating talking points with managers can increase ownership.
• Emphasize manager participation. Growth Plans are most impactful when shared and discussed. Managers can actively contribute by adding Growth Areas, Plan Actions, and updates to their employees’ plans.
• Model the behavior. Encourage leaders and directors to complete and share their own Growth Plans.
• Leverage manager nudges and tools.
  • Growth Plan summaries are embedded in Quantum Workplace 1-on-1s to support development conversations.
  • Managers can send personalized nudges from the Team Plans tab to encourage plan completion.

 

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2. Communicate the “Why” Clearly and Often

Employees engage more deeply when they understand the purpose behind Growth.

Core Messaging Themes

• Employee-owned development. Growth gives employees clarity and ownership over their development, with structured support for ideation, alignment, and collaboration.
• Growth is for everyone. Growth supports skill and competency development at all stages, not just upward movement toward promotions or role changes.
• Transparency and fairness. Clear competencies and expectations help employees understand what success looks like across the organization.
• Alignment creates momentum. Sharing plans with managers creates focus and forward progress.
• Opportunities become visible. Career Vision, role-based competencies, and Job Explorer help employees understand possible next steps.

What to Communicate

• Why the organization is prioritizing development now
• How Growth connects to your culture, values, and performance processes
• What employees can expect from their managers
• How Growth Plans should be reviewed and updated over time

 

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3. Launch Structure: Create Momentum With a Share-By Deadline

Growth engagement and plan-sharing rates increase when employees have a clear structure and target date.

Recommended Structure

• Set a clear share-by deadline. Example: “Complete and share your Growth Plan by January 30.” Choose a timeframe that fits your organizational calendar. Starting with a month or so is a reasonable timeframe. Share-by dates are built into Growth Cycles (currently in beta) and can be used to provide clear structure and accountability.
• Define completion expectations.
  • Some organizations ask employees to complete a full draft (Career Vision, 1–3 Growth Areas, and actions) before sharing.
  • Others encourage sharing after completing Career Vision and building the plan collaboratively with managers.
• Use reminders and nudges. Reinforce the deadline through internal communications, manager nudges, and 1-on-1 reminders.
• Celebrate progress. Consider setting and sharing an organizational goal (e.g., 80% of employees share plans by a certain date).

 

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4. Supporting Employees Through the Experience

A successful rollout addresses both clarity and motivation.

Tips for Maximizing Engagement

• Offer short, actionable workshops (e.g., How to choose Growth Areas or How to write effective actions)
• Provide examples of strong Growth Plans
• Share stories from early adopters or pilot groups
• Reinforce autonomy while encouraging sharing and collaboration

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5. Ongoing Reinforcement

Growth should be an ongoing practice, not a one-time event.

Sustained Adoption Strategies

• Integrate Growth Plans into 1-on-1s (automatic in Quantum Workplace)
• Tie Growth discussions to competencies during performance conversations and Performance Reviews (automatic in Quantum Workplace)
• Use Growth data to inform talent decisions and internal mobility
• Send nudges to encourage regular updates
• Establish annual or semi-annual Growth Planning periods

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Sample Employee Announcement Email

Subject: Introducing Growth: Your New Tool for Career Development

Hi team,

We’re excited to introduce Growth, our new development tool designed to bring more clarity, transparency, and alignment to your career journey.

Why we’re rolling this out:

• Understand the skills and competencies that drive success in your role and beyond
• Take ownership of your development through Career Vision, Growth Areas, and Actions
• Align with your manager through shared Growth Plans

What to expect:

• You’ll be asked to complete and share your Growth Plan with your manager by [insert deadline]
• Managers will receive training to support meaningful development conversations
• Optional workshops and resources will be available

Your action step:

Log in to Growth in Quantum Workplace, start with your Career Vision, identify your Growth Areas, add 1–2 actions you want to focus on this year. When you’re ready, share your plan with your manager.

Resources:

• Growth Guide for Employees
• Growth Guide for Managers

Let us know if you have any questions!

[Your Name / HR Team] 

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Sample Internal Timeline to Launch

While Growth is designed to be user-friendly and simple, additional support from your team leading up to launch will help establish expectations, sell the value, and build internal advocates. Here’s a sample timeline and checklist of activities for your team to consider ahead of launch: 

• 6 weeks before launch: Identify internal manager champions
• 1 month before launch: Introduce Growth to managers and share the “why”; encourage them to give their teams a heads up
• 2 weeks before launch: Set clear expectations in manager training and share Growth demos with best practices
• Launch day*: Organization-wide announcement (see the sample announcement email above)
• Within 1 week after launch: Employee training session
• After share-by deadline: Nudge unshared plans and encourage manager follow-up

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Quick Tips for an Effective Growth Launch

1. Consider a Pilot

   Many organizations find early success by piloting Growth with a smaller group before rolling out to everyone. Piloting with a smaller group can help build early champions, gather feedback, and refine your rollout approach.

   The right size and timeline for a pilot will depend on each organization’s needs. Consider starting with a department or team with a leader or leader(s) who has demonstrated commitment to Growth. This will ensure you get valuable feedback and generate strong momentum with your earliest adopters. Always define the length of the pilot in advance, as well as a target date for your full org-wide roll-out. 

2. Progress Over Perfection

   If role-based competencies are not ready, start with org-wide competencies and evolve over time.

3. Align With Performance Management

   Growth adoption increases when aligned with performance review cycles. Many organizations move from Performance Reviews → Growth Planning to maintain momentum.

4. Monitor Progress and Nudge employees Along

   Use Team Plans and Team Insights to track participation and encourage progress through reminders and manager check-ins.

5. Ensure Manager Involvement

   Manager alignment is critical to successful Growth adoption. Train managers, highlight success stories, and reinforce expectations regularly.