Case study
Agile in the large-scale retail trade
Agile tools and mindset supporting HR, Organization Design, and Initiative Portfolio in large-scale retail.
Our activities had an impact on
0
people
The work was carried out on
0
areas of intervention
Initial context
- Challenges in integrating new and existing roles within the adoption of agile practices.
- Project teams and project management roles reaching saturation.
- Tensions in management due to project start and/or completion timelines.
- Inconsistencies in support and growth options for employee development.
Client’s needs
- Redefine role scope and interactions, eliminating ambiguities that caused delays and dissatisfaction.
- Ensure that areas, teams, and individuals were engaged in the most critical projects in a synergistic way.
- Monitor project progress effectively.
- Establish a repeatable framework for developing young talent and agree on common criteria to highlight key behaviors.
How we supported organizational evolution
We worked on various organizational components alongside the people involved and affected by the changes.
The work was carried out across three key areas of intervention: organization, portfolio management, and HR.
Organization & Role Design nei nuovi team
People shared their recent experiences in their roles. In groups, they identified the responsibilities of different roles and listed the tasks for each position, describing both outputs and outcomes. Then, they took turns contributing to their colleagues’ roles by listing mutual expectations and integrating agreed-upon details.
Next, an RSCI matrix (a variation of the RACI model) was created to determine who could realistically take ownership of previously unclear and ambiguous tasks. This activity helped clarify expectations and identify:
- A single Responsible role for the most critical activities.
- Supportive and Consulted roles, adding value to the process.
- Informed roles, who benefit from knowing the progress or outcome.
Output: Clearer leadership expectations, a reality check (and renegotiation) of those expectations, and increased autonomy and ownership for employees.
Portfolio delle Iniziative dell’area Digital
HR, People and development
The work involved a dozen people managers from retail stores in a northern Italian region, supported by HR representatives from HQ (selection, development, and rewarding). Together, they reflected on the meaning of success and growth within their respective functions and worked on a customized version of the talent canvas to identify and promote high-potential employees. They discussed the distinctive traits of their team members and exchanged advice on how to leverage their strengths.
On the second day, some of the employees considered for promotion were invited to join the session in person or via video call to hear direct feedback from their people managers. They shared their ambitions and needs to help validate the performance conversation model. At the end of the process, personalized growth decisions were made.
Output:
- A “radar” tool to support talent selection
- Guidelines to identify autonomy, proactivity, and ambition
- A draft mentorship program for people managers
- Promotion of collaboration and transparency
Project timeline and lifecycle
1
Context's listening
2
Organization/Role Design in new teams (Digital area)
3
Digital area Initiative Portfolio
4
HR, people and development
Organizational and Business Results
Organization/Role Design in New Teams (Digital Area)
- Clearer leadership expectations
- Reality check (and renegotiation) of those expectations
- Increased autonomy and ownership for employees
Digital area Initiative Portfolio
- More concise project documentation (using a canvas format)
- Ability to compare projects across different areas
- Shared prioritization criteria
- Participatory decision-making
HR, People and development
- “Radar” tool to support talent selection
- Guidelines to identify autonomy, proactivity, and ambition
- Draft mentorship program for people managers
- Promotion of collaboration and transparency
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Agile in the large-scale retail trade
gile tools and mindset supporting HR, Organization Design, and Initiative Portfolio in large-scale retail.
Discover more Discover more