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There are many training suggestions with loads of votes in Ideas but nothing has happened to this. Are we still using Ideas and what is the process of making them reality?

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I already think there are lots of opportunities as well as some good stretch roles to enable you to develop. What would be good to have a view of, is what kind of training would be recommended if we want to get to "point X" in our career

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It would be good to know what kind of projects/roles are coming up. Sometimes it chattered about what kind of client we've been talking to or trying to get, but we don't know the actual detail of what would be done. If this was flagged, we may be able to register our interest for future roles to make sure we're considered

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Projects aligning to personal development

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Projects aligning to personal development

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Internal work would be more aligned and planned when to send comms and request actions from a wider group. E.g in the past month there has been a survey almost every week about something different.

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Roles and projects would be matched with career goals and interest.

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People on longer projects would not be forgotten and would get the recognition they deserve. e.g last summer loads of people doing great stuff at TR F&R but the updates and focus was only on new projects.

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Everyone pulled their weight internally

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I was put on projects that aligned to my development goals. I wrote my first process map on client 14 months after I joined

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Are we doing enough to keep good consultants like Neil and Alex ?

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More solid information about the skills I need to deliver to get to where I want to get to, what I may be suited to and how to go about getting there.

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it was common practice to define with everyone the team structure on a project, quite often get advice from all directions which can be confusing and contradicting rather than helpful

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Have a better idea of what career path to go down, at the moment the only progression is to manager but there doesn't appear to be an actual specialism

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Welcoming new joiners into the company so they quickly become a part of the team

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There were more holidays - the industry standard is 25 and 20 is the legal minimum

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We would have more holidays! The clarasys holiday allowance is really low compared to competitors

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Meaningful information about the potential opportunities, roles, what is the problem statement, how could I be part of the bid or join the project.

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It is unclear to me how we can get external training, it seems like a lengthy process and load of "paper work" to request a training course

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More expectation of what expected on client. More clearly defining what deliverables are.

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Atmosphere staying open and collaborative as we grow

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There would be a clear career path and options for consultants - not just having the option to become a manager

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Projects have been interesting and the pipeline seems to have interesting work coming up

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To have the opportunity again to work with one of the grads on a project!

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Have more direction and guidance on where the company wants to go and how should e.g propositions be formed.
We have changed our compliance proposition at least 3 times in the past year and it seems that every time all the work goes to waste (material produced etc)

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We would have more proactive and forward looking approach to internal projects such as propositions, grad training etc.
Work is usually triggered by some event and then there is a mad rush to get everything done.

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Consultants would have more say in what projects they do and would have better visibility of new opportunities. Pipeline does not tell what does the opportunity actually is and what kind of roles there are.

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We would have a clear account plan and vision and also a plan in case our vision will not be realistic. At the moment it feels like we are just waiting for something to happen.

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New office is much nicer and more professional. Also, I liked to JFD attitude towards the move!

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There are so many opportunities for people to seize, but they require stepping back to spot them, making a good case, then committing. It is quite rare anyone does all three at the moment. How can we help people do this more proactively?

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In what markets does Clarasys want to play (and not play) e.g. Salesforce / other applications, process / other BA work, L2C / customer / other types of process which would be 'core' to our offering?
... and what is it we think will make us win? Hiring, types of project experience, how we coach people etc.

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Defined propositions - for business heath and knowing how to focus skill development

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We had a more constructive, proactive and direct feedback approach and culture (all directions across whole team)

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Kudos rollout - great example of how to do change & comms well here.

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Hiring very high calibre people - impressive

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I had opportunity for a slightly more long-term engagement (all projects have been 6 - 8 weeks for me so far)

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New office works were finished!

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I think there is more clarity on the kind of skills and experience that is required to head down one of the specialist routes (PM. CM, BA etc) thanks to the CCF. I think once training courses are fully scoped out for each level of each route, it will be much clearer how we can get there. I would like to also maybe see tips and tricks / things I can do on a daily basis to help me along my chosen career path.

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I think the monthly company update provides good clarity on what is in the pipeline, however, it would be good to hear about "overall" company/strategic direction. That is, eg: "In 5 years time we would like to be in industries X, Y, Z". We have the 2020 vision which is good for a high level overview, but maybe we could add some detail to each box on the T-Map or similar?

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New Backlog Governance method much more efficient

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Basecamp / internal sprint stories have been more interesting / varied of late.

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More clarity on upcoming roles (as soon as possible)... Or a more formal way of communicating this information - is it all just hearsay until you hear it from your manager?

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Lots of exciting internal opportunities (eg. CCF owner, "clarasys collaborate" owner, toolkit owner etc)

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Really feel like I've gelled into the company and it's taken hardly any time!

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Peer rewards - love this! It is really nice to be able to reward your colleagues for something they've done well

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New website - clearer and makes it easier to explain what we do as a company (eg. propositions)

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Moving into the new office

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What would the team like to know about strategic direction? What would like the team like to hear more of?

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On career progression and opportunities, what do you feel has changed and what can we do better?