Consulting People Management
Great organizations don’t grow by chance—they grow by design.
Our people management system exists to create clarity, accelerate growth, and protect both individual well-being and delivery excellence.
Through structured feedback loops, transparent career paths, and continuous coaching, we enable every consultant to understand where they are, where they can go next, and how to get there—while ensuring our customers consistently receive high-quality outcomes.
Career Path
We provide a clear and transparent growth framework for all agilers. The career path defines:
- Progressive role levels and expectations
- Required competencies (technical, delivery, and behavioral)
- Evaluation criteria for advancement
- Typical scope of responsibility at each level
This ensures agilers can intentionally plan their development and understand what is required to grow.
👉 See Engineering Ladder for the detailed role framework and progression model.
1o1s
Regular 1-to-1 sessions between the BU Lead and each team member are the primary operational feedback loop.
Purpose
- Support individual growth and career clarity
- Surface blockers early
- Provide continuous performance feedback
- Strengthen engagement and trust
Cadence
- Recommended: every 2–4 weeks
- Structured but conversational
- Action items tracked over time
👉 See 1-to-1s for the standard agenda, templates, and best practices.
Skip-Level 1o1s
Skip-level meetings connect the BU Lead with agilers two organizational levels below.
Why they matter
- Increase organizational transparency
- Detect systemic issues early
- Strengthen leadership accessibility
- Reduce communication filtering
These sessions are not performance reviews but listening and alignment opportunities.
👉 See 1-to-1s for the skip-level format and guidelines.
360 Review
The 360 Review is our structured, multi-source feedback process.
Feedback sources
- Peers
- Delivery/project leads
- BU leadership
- Cross-functional collaborators
Objectives
- Provide balanced performance insight
- Support fair career progression
- Inform compensation decisions
- Highlight strengths and development areas
The process is evidence-based and calibrated across the organization.
👉 See 360 Reviews for the full process, timeline, and evaluation criteria.
Salary Review
Compensation reviews are conducted using transparent and people-based criteria:
Inputs
- 360 Review outcomes
- Role and level expectations
- Individual impact and contribution
- Company performance
Principles
- Fairness and consistency
- Genuine growth and company contribution
- Impact biased
👉 See Salary Review for the detailed policy and review cycle.
Coaching
Coaching is a continuous responsibility shared by BU, PU, DU leaders, and senior peers.
Focus areas
- Professional growth
- Consulting effectiveness
- Stakeholder management
- Decision-making maturity
- Well-being and sustainability
Coaching happens both formally (scheduled sessions) and informally (delivery feedback loops).
👉 See Leadership and Coaching for coaching models, expectations, and tools.
Technical Mentorship
Technical mentorship is coordinated by the Engineering Practice to ensure depth and consistency of technical excellence.
Goals
- Accelerate skill development
- Spread best practices
- Support architectural quality
- Reduce knowledge silos
- Prepare future technical leaders
Typical activities
- Mentor–mentee pairing
- Technical reviews
- Community of Practice sessions
- Targeted learning paths
👉 See Engineering Office for mentorship structure and responsibilities.
Customer Caring & Planning
Proactive customer engagement is a core people management responsibility in consulting.
Key practices
- Regular customer check-ins
- Delivery health monitoring
- Early risk detection and escalation
- Expectation alignment
- Capacity and demand planning
This discipline ensures we protect both customer success and team sustainability.
Outcomes
- Fewer delivery surprises
- Stronger client trust
- Better forecasting accuracy
- Healthier team workload