ProsperEdge ALIGN™ + TRANSFORM™
Growth Engine™
Build careers deliberately. Strengthen the bench.
“Development is not a benefit. It is a leadership responsibility. Growth Engine™ gives organisations the structure to take that responsibility seriously — for every employee, not just the ones who ask.”
ProsperEdge Growth Engine™ · Programme Philosophy
Why most L&D fails
Learning and development is one of the most significant drivers of employee retention, performance, and bench strength. It is also one of the most consistently underdone.
L&D budgets are spent on training events, not development systems. Employees complete courses and return to the same role with the same ceiling.
Career conversations happen once a year in a performance review — by which point the high performer has already accepted another offer.
Managers know which employees have potential but have no structured way to develop them. Good intentions don't translate into growth.
When performance declines, organisations jump to performance management before understanding whether the issue is capability, wellness, role fit, or motivation. The wrong response to the right problem makes both worse.
Succession planning reveals that the bench is thin — but no development system is in place to build it. The gap grows every year.
What Growth Engine™ delivers
Six integrated capabilities that take an employee from current state to career milestone — with evidence, structure, and PE expertise at every step.
Career Profiling
Growth Readiness Assessment, Learning Agility Index, and JobEQ AI™ role architecture review. A structured profile of where the employee is now, where they want to go, and exactly what the gap looks like at the factor level — so development targets are specific, not generic.
Collaborative Career Maps
PE facilitates a 90-minute career mapping session with the employee, co-creating a milestone roadmap from their current role to their target. Secondment slots, cross-functional projects, and stretch assignments are identified as part of the map.
Individual Development Plans
Structured 12-month IDPs aligned to the career map: prioritised development areas, recommended learning activities (PE-facilitated, specialist, or self-directed), success indicators, and milestone dates — reviewed every 90 days.
Secondment Design
Where experiential learning is required, PE designs a formal internal or external secondment — with a structured brief, learning objectives, host expectations, and a post-placement capability assessment. Secondments are conditional and designed specifically, not arranged informally.
Bench Strength Analytics
Unit and organisation-wide capability data: how many employees are actively developing in each critical function, what the readiness timeline looks like across the bench, and where capability gaps are deepest. Feeds directly into DIAGNOSTICS™ Workforce Capability dimension.
Remedial Support Track
For employees experiencing performance difficulty — root cause identified first (capability gap, wellness, role misalignment, motivation) before any plan is designed. Structured support, clear timeline, three defined outcomes. Not a disciplinary process.
Two tracks. Every employee covered.
Growth Engine™ is structured across two tracks — one for employees actively developing, one for employees who need structured support. Both are evidence-led; neither is punitive.
Career Growth Track
Build capability deliberately.
Activated through Onboarding Compass™ data, Impact ALIGN™ high-performer flags, manager nominations, or employee self-referral. Follows a structured eight-phase journey from intake and career profiling through collaborative career mapping, IDP design, optional secondment, active development, 90-day progress reviews, and — where the readiness threshold is reached — a formal Succession Lens™ handoff.
Key Outputs
Career Development Profile — capability baseline, goals, and gap analysis
Collaborative Career Map — milestones at 3, 6, 12, and 24+ months
Individual Development Plan — 12-month structured roadmap
90-day IDP Progress Reviews — updated quarterly
Succession Lens™ readiness flag at career map threshold
Remedial Track
Support the person before managing the performance.
Activated when Impact ALIGN™ flags declining performance, a manager raises a concern, or HR identifies a role at risk through organisational change. Critically, root cause is classified before any intervention is designed — the four cause types (capability gap, wellness, role misalignment, motivation) require different responses. A Remedial Plan is designed, signed off with the employee and manager, and reviewed at 90 days. The Remedial Track is explicitly not a disciplinary system.
Key Outputs
Root Cause Report — primary and secondary cause classification
Remedial Intervention Plan — specific to the identified cause
Manager Briefing — what the manager must do, and what they must not do
90-Day Review — three defined outcomes: significant improvement, partial progress, or HR escalation
Outcome Documentation & ecosystem update (DIAGNOSTICS™, Impact ALIGN™)
Where Growth Engine™ sits in the ecosystem
Growth Engine™ is not a standalone L&D platform. It is the capability development engine of the ProsperEdge suite — receiving data from performance and onboarding systems and feeding results into succession and organisational intelligence.
Onboarding Compass™
Receives from90-day close-out data triggers Career Growth Track referral for new hires with identified development priorities.
Impact ALIGN™
BidirectionalHigh-performer flags activate Career Growth; development target completion feeds back into Impact ALIGN™ performance data.
Succession Lens™
Feeds intoWhen career map readiness threshold is reached, Growth Engine™ triggers a formal Succession Lens™ readiness assessment.
Wellbeing Hub™
Routes toWhere root cause assessment identifies wellness as a primary factor in performance difficulty, a Wellbeing Hub™ referral is initiated before the Remedial Plan is designed.
DIAGNOSTICS™
Feeds intoBench strength data and Development Target completion rates feed the Workforce Capability dimension of the annual DIAGNOSTICS™ OHI.
JobEQ AI™
Receives fromJobEQ AI™ role grades and factor scoring form the objective foundation of the career map — removing guesswork about what progression actually requires.
Who Growth Engine™ is for
HR Directors & People Leaders
Growth Engine™ gives HR a structured, documented, evidence-based L&D system — replacing ad hoc training spend with a capability investment that connects directly to performance data and bench strength.
Line Managers
Managers who have high-potential team members but no structured development pathway. Growth Engine™ gives them the tools, the process, and PE's facilitation support to make development happen — not just talk about it.
Employees Building Their Careers
For employees who know they want to grow but cannot see a clear path. Career profiling, a structured map, and a PE consultant in their corner turn aspiration into a documented plan with real milestones.
Organisations Restructuring
When roles change or disappear, reskilling decisions are often made without understanding what the affected employee is actually capable of. The Remedial Track provides a structured reskilling pathway before any structural decision is made.
The Remedial Track is not a PIP.
A Performance Improvement Plan is a disciplinary mechanism. The Remedial Track is a support mechanism — it starts with a structured root cause conversation with the employee and designs an intervention specific to the actual cause. A capability gap requires upskilling. A wellness issue requires Wellbeing Hub™ support. A role misalignment requires an internal mobility conversation. Motivation requires coaching. These are not interchangeable responses.
HR escalation to a formal PIP only occurs where the 90-day Remedial Review finds no progress despite genuine support. The organisation must have invested before it escalates.
Powered by Impact ALIGN™
Development targets live inside the performance cycle — not parallel to it.
Growth Engine™ Development Targets are one of the five performance target types in Impact ALIGN™. Every employee's IDP is directly visible in their performance agreement — and missed development milestones trigger a structured PE review, not just a note in the system.
High performers leave organisations where
they cannot see their future.
Growth Engine™ gives every employee a visible path, a structured plan, and a PE consultant in their corner. A discovery call is the first step toward a development system that actually builds the bench — before a vacancy tests it.