Get people effective sooner — and keep them there.
Shorten time-to-competence, lift manager quality, and prove learning is a productivity lever.
Why this is hard today
Every day a new starter spends below full productivity is real money. Every ineffective manager compounds the cost across a whole team. Most organisations still can't say how long it takes to become effective — let alone whether it's improving.
- 01How long does it take our new starters to reach full productivity?
- 02Which roles or regions have the longest ramp?
- 03Are our managers making their teams more effective or less?
- 04Where would a small lift in capability produce the biggest performance gain?
- 05What is the cost of the ramp time we could remove?
The measures that move the outcome.
- Time-to-competence by role family
- Manager effectiveness index
- Output per FTE in target populations
- Cost of ramp time avoided
- Onboarding milestone completion with manager verification
- Team engagement and clarity scores
- Applied-skill assessment results
A practical starting sequence.
Agree what ‘good’ looks like at 30 / 60 / 90 days for every critical role. You can't shorten what you haven't defined.
Structured pathways, real-work practice and manager check-ins compress the ramp materially.
Invest in the small number of behaviours proven to lift team performance — and measure them.
Show operational leaders how quickly their people become productive — and what has changed.
“We took 21 days off time-to-competence. Finance stopped seeing L&D as a cost line and started asking for more.”
The platform capabilities that accelerate this outcome.
Deliver, track and assure the learning that drives the outcome — with evidence, not just completions.
Connect learning to behaviour change through goals, check-ins and feedback that leaders act on.
Curated, refreshed content aligned to the capabilities that move the outcome.
Highlights where ramp is slowing and which manager behaviours are moving team output.