Building Clear Career Pathways to Empower Workforce Growth and Retention
Wallis Companies, a petroleum distributor and convenience store operator in the Midwest with more than 50 years of operational excellence, is committed to supporting the development and growth of its workforce across its multiple divisions, including transport, lubricants, car wash, and convenience store operations.
“If someone asked me, 'Do you know of a good vendor to partner with for career development?' I’d say, without hesitation, 'Yes, Patterson Consulting Group.' Melanie was amazing, and super organized, detailed, and concise. The communication was outstanding, and the flexibility PCG displayed throughout the process made all the difference. We wouldn’t hesitate to call on them again.”
​
Vicky Leonard
Director of People Services
Challenge​
With a foundational focus on people, Wallis leadership recognized the importance of empowering its employees to achieve career growth and professional development within the organization. The absence of formal career paths was hindering employees' ability to see opportunities for progression, resulting in concerns about career advancement and growth. To address these challenges, Wallis turned to Patterson Consulting Group (PCG) for their expertise in crafting actionable, customized solutions for workforce growth and career development.
​​
​
Solution
Phase 1: Comprehensive Assessment
PCG began with a thorough assessment of Wallis' career development landscape by engaging employees, managers, and leadership across all 10 divisions to uncover challenges, aspirations, and gaps. This revealed a lack of formal career paths, which limited employees visibility into progression opportunities. This collaborative evaluation provided PCG with key insights into both the barriers and opportunities for career advancement within the organization.
Phase 2: Career Ladder Design
Using the assessment findings, PCG partnered with Wallis leadership to create detailed career ladders for each division. This involved defining roles, criteria, and competencies for growth, as well as modernizing job descriptions to ensure consistency and alignment. Additionally, cross-divisional career paths were introduced, enabling employees to expand their skills and experiences across the organization. PCG also took a future-focused approach by identifying ghost roles, key positions to proactively prepare for future growth, ensuring Wallis is ready to scale when headcount needs and opportunities align.
Phase 3: Implementation and Training
In the final phase, PCG rolled out the career ladders, training managers and senior staff. A recorded training module was also provided for ongoing access via Wallis’ LMS, ensuring sustainability.
​
​
Outcome
The detailed career ladders exceeded expectations, offering a comprehensive tool for planning and fostering professional growth across all ten divisions. The initiative not only modernized job descriptions and clearly defined career paths but also empowered employees to take charge of their growth journeys. By accessing these materials, employees can align their yearly goals with potential growth paths, preparing them for effective discussions during annual reviews. Additionally, the project has alleviated the burden on leaders during these reviews, as having clear growth paths for employees simplifies goal creation and facilitates aligning performance objectives with organizational aspirations, enhancing overall engagement and retention.
​​​