A successful rollout doesn’t mean launching to everyone at once. In fact, starting small is often the best path to long-term adoption.
Start with a Pilot
Choose a manageable group (e.g., one function or region)
Involve engaged managers who are likely to give feedback
Run a full cycle: assessment → results review → 1:1s → team insight
This aligns well with internal cohort-based rollouts, such as new hire groups, intact teams, or department-specific pilots.
Suggested Timeline (Per Cohort)
Week | Focus |
1 | Introduce Develop and send assessments |
2–3 | Review results individually (Employees + Managers) |
4 | Host 1:1 conversations and/or team workshop |
5+ | Begin action planning and reinforce in 1:1s |
Key Best Practices
Pre-brief leaders before rollout. They set the tone.
Frame it as a development tool, not a performance rating.
Normalize the learning curve: not everyone will “get it” on day one.
Build in nudges after results are delivered (e.g., email reminders, internal Slack posts, drop-in office hours).
Encourage employees to propose a development-focused action item during their 1:1 based on their results.
Rollout Goal
By the end of a pilot, you should have:
At least 1 action plan per user
Manager feedback on usage in 1:1s
A clear model to expand to other groups
Your pilot should provide a repeatable model to inform broader rollout phases.