What This Guide Covers
Your Role & What to Expect
As a Develop Admin, you are the bridge between platform setup and real growth. You shape how your organization experiences this tool - from first impressions to sustained use.
You Are Here to:
Launch: Set up users, generate excitement, and align on goals
Enable: Help people understand, trust, and apply their results
Sustain: Keep momentum going with simple nudges and real-world use cases
Rollout Planning & Enablement
Step 1: Align on Organizational Goals
Your Wonderlic kickoff is more than a tech rollout and logistics — it’s an opportunity to shape how your people grow.
Clarify: What success looks like (e.g., increased self-awareness, more reflective 1:1s, better coaching, confident new managers)
Choose a rollout approach that fits:
Pilot group → quick feedback
Phased by department → more focused support
Full organization → high visibility
Involve key stakeholders:
HR/People Ops for alignment with talent strategies
People Managers for early enablement
Internal Champions who can model usage and build momentum
Anticipate:
What else is happening (performance cycles, new hire waves, org transitions)
Where to align or avoid unnecessary friction
Good rollouts begin with shared purpose and practical constraints. Start small, scale smart.
Step 2: Frame the Platform Internally
How you introduce Wonderlic Develop will shape how it's used and how it's valued.
This step isn’t about marketing spin - it’s about giving people a meaningful context.
Framing the platform as a tool for insight and growth (not evaluation or performance management) helps reduce resistance and increase curiosity from both employees and managers.
What to Emphasize:
Theme | Why It Matters |
Effort ≠ Ability | Scores show how much energy a behavior takes - not how skilled you are |
Self-awareness is the goal | The tool is about noticing, not judging |
Growth, not grading | It’s about reflection and iteration - not pass/fail |
Optional coaching, not required oversight | Employees can use it independently or with support |
Suggested Language to Use
For employees:
“This isn’t a test — it’s a development tool. It helps you understand what comes naturally, what takes effort, and how you can grow in ways that matter to you.”
For managers:
“This gives you insight into how your team members work best. Use it to support development conversations — not to measure performance.”
For exec sponsors:
“This aligns with our values around ownership, growth mindset, and strengths-based development. It’s a way to deepen coaching and feedback across the org.”
Internal Communication Ideas
Pre-launch email or Slack message
From HR, a senior leader, or a respected manager
Keep it simple, clear, and focused on the why
Town Hall Slide or Kickoff Talking Points
Highlight how this fits with your talent strategy or team goals
Normalize early skepticism by acknowledging it's new — then shift to benefits
Manager Huddles or Enablement
Show managers what they'll see (direct report results) and how they might use it
Offer a sample 1:1 agenda using Spotlights or the Action Planner
Step 3: Activate Managers as Multipliers
Managers shape how tools get used — or ignored. Invest early in helping them see how Develop makes their job easier, not harder.
What Managers Need:
Clear framing: “This is a tool for coaching, not a scorecard.”
Tactical walkthroughs:
How to view direct report results
How to reference Spotlights in a check-in
How to use Action Planner to align on development goals
Language they can trust:
“This doesn’t measure ability - it shows what takes more or less effort for someone.”
“Use these traits to guide growth conversations, not judge performance.”
Clarity on visibility: “You see your team’s results. They don’t see yours unless you choose to share.”
You don’t need all managers to be experts — just a few to go first and model it.
Step 4: Build for Long-Term Success
Adoption doesn’t require heavy lifts — just gentle reinforcement over time
Low-lift habits that work:
Check-in prompts: “Take 5 minutes to review your Spotlights this week.”
Team huddle questions: “What’s one trait you’re leaning into this month?”
Manager nudges: “Have you used the Action Planner with your direct reports yet?”
Build-in support points:
Early adoption check-in at ~2–4 weeks post-launch
90-day ROE (Return on Experience) insights session
Quarterly reminders tied to manager cadences
You don’t need campaigns — just good reminders in the right moments.
Support Transitions:
Add new hires monthly and invite them during onboarding
Offer a 1-slide “What’s Develop?” refresher to new teams
Employee Setup & Platform Management
Now that your goals are aligned and your rollout plan is in motion, it’s time to bring your strategy to life.
The Wonderlic Develop Admin Dashboard gives you full control over how and when employees enter the platform, complete their assessments, and access their results.
This part of the guide walks you through every core task - from adding employees to managing results release - so you can confidently move from planning to execution.
Goal of this phase:
Get the right people into the system, guide them through the experience, and create a foundation for learning and development at scale.
Whether you're running a pilot or launching org-wide, these tools ensure every employee starts strong and feels supported throughout.
Step 1: Add Employees
Individually: Use “Add Employee” for small teams or quick adds
In Bulk: Use the Excel import template for larger groups
Tip: Double-check manager relationships and emails before uploading.
Step 2: Send Invitations
Use filters to find employees marked “Ready”
Invite individually or in bulk
Choose to auto-release results (default) or manually release later
Invites expire in 90 days
Step 3: Track Progress
Statuses you’ll see:
Status | Meaning |
Ready | Added but not invited |
In Progress | Started but incomplete |
Expired | Invitation expired |
Pending Release | Completed, waiting for admin to release results |
Results Released | Results sent to employee |
Use filters, search, and bulk actions to manage easily.
Step 4: Release Results (If Manual)
Go to Pending Release
Click Release Results → Confirm
Employees receive their personalized results page + short video guides.
Step 5: (Optional) Create Teams
Group employees for shared insights. Great for:
Team offsites
Department reviews
Leadership coaching
To unlock Team Dynamics:
Go to Team Management
Create a team, assign a manager (optional), add members
View report and release to manager or all team members
Step 6: Add Admins or Coaches
Navigate to Admin Management
Add users by email
Assign roles:
Account Admin = full access
Coach = view-only, development support
These steps turn your rollout strategy into real engagement — and set the stage for meaningful, ongoing development.
Quick Launch Checklist
Goals + rollout plan confirmed with Wonderlic
Employee + manager records added
Invitations sent
Internal communication shared
Managers briefed or trained
Results released for first group
Early success story shared
Post-Launch Success Tips
Celebrate first usage wins
Remind managers to reference results in 1:1s
Encourage Action Planner use for light-touch goal setting
Review team insights after rollout
Continue supporting new hires as they join