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The intention is to move from the question at the start of the phase to the position at the end of the phase: Can we scale the approach? → We’ve reached critical massIn order to have a sustainable rollout, there are a number of considerations and lessons learned worth thinking about before you get started.
Understanding what 'done' means in your context is key and then how you manage / support your workforce planning community over time will impact your success. |
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Overview
Scaling workforce planning across all of the relevant areas of the organisation takes the lessons from the Pilot phase and applies them to a plan for a rollout.
There are two possible types of approachapproaches:
big bang - get everyone to adopt the new processes together (iterations will be based on improvements)area by area - bite off chunks
incremental - start with parts of the organisation to adopt the new process fully one at a time (iterations by area with improvements incorporated)
[todo - pros and cons of each approach]
Kick-Off
...
build up confidence and reduce the number of impacted users at a time so that you can improve as you go
Starting your rollout
Rollout starts with its own kick-off session steps to agree:
the approach
the criteria scope for each iteration
transition to BAU support
etc
Implementation Management
...
adoption scope and timing
definition of done for a working approach
Rollout and sustained usage
As more users adopt workforce planning (process, tooling etc.) ensuring you have a re-usable approach to training, engagement, feedback can make your life much easier in the short and long term.
Things to consider:
how will each iteration be tracked?
how will training be managed in the initial rollout - and will re-training be required for new people or improved processes?
etcyou plan to measure progress (impacted by the adoption approach) and capture feedback
what type of training, education and communications are you offering to people
how do you ensure that future joiners can learn the same thing in a repeatable way