An HR or Talent leader with credible employee findings, an available sponsor and too little time to organize the response.
Bring the existing employee findings, reports or AI analysis, current action materials and tracker, and access to an HR lead, sponsor and action owners.
We check the findings, prepare and facilitate the priority discussion, issue manager guidance, maintain the action tracker and collect the agreed owner updates through the progress review.
Your team approves priorities and decisions, supplies owner updates and carries out assigned business actions. Ignite coordinates and reviews the agreed cycle.
Week 1: Accept the inputs and deliver a short findings/confidence brief; identify what can support action now. Timing is confirmed after inputs and access are accepted.
An agreed priority-and-owner record, issued manager materials, a maintained tracker and a completed progress review. Actions still blocked are recorded as blocked.
Only when findings are too weak to support scoping, the population or decision is unclear, or leadership disagreements cannot be resolved within the agreed priority meeting.
No usable findings can be accepted, the sponsor or action owners are unavailable, or the buyer expects Ignite to complete every assigned business action.
New survey fielding, advanced reanalysis, additional populations and ongoing execution are separately scoped. No engagement-score, behavior-change or ROI guarantee.
Which existing findings can support action now; up to three priorities; sponsor and action-owner decisions; manager guidance; progress evidence and unresolved blockers.
Illustrative example of the record we use.
The bundles are new pilots. Related case stories describe earlier Ignite work, not this bundle.
Findings and Ownership Review. Check the existing findings; Agree priorities and ownership; Run and review the action cycle.
One employee population, one existing findings set, up to three priorities, one 75-minute findings/priority meeting, a manager guide and action tracker, three asynchronous owner updates and one 45-minute progress review. A 30-minute HR-lead kickoff is included.
Scot: Own evidence checks, materials, the tracker, routine follow-up and progress reporting.
Josh: Lead the priority discussion, sponsor commitments and escalated leadership decisions; join at the decision points.
Planning budget: HR lead 3-5 hours; sponsor about 2 hours; each action owner about 75 minutes for setup and status updates, plus the business actions themselves. These role budgets overlap when one person holds several roles.
Proposed fixed fee per initial cycle, including routine checking, corrections and coordination; separately scope additional review periods or populations.
Additional populations, participants, roles, sources, meetings, workstreams or review periods are agreed as separate scope where relevant.
Proposed pilot scope. We agree the remaining work, usable inputs, responsibilities and fees before starting. Timing depends on accepted inputs and the required people being available. Your team retains approvals and its assigned business actions.
For teams that already have findings but need ownership, cadence, and visible movement.
Scope, responsibilities and what happens next.
