PEOPLE SPRINTS
WHEN THE PEOPLE WORK NEEDS PROPER FOCUS
SOME THINGS CAN’T HAPPEN IN THE MARGINS.
Sometimes the thing in front of you is too specific for ongoing counsel, but too important to leave half-built in a Google Doc.
You need a focused piece of work moved from half-formed in your head to something clear, useful, and actually working in the company.
People Sprints give you a defined project with a clear outcome. For existing People Counsel clients, these often start from a scoped block of work. For standalone projects, pricing depends on the shape and scope of the sprint.
WHEN A CONVERSATION ISN’T ENOUGH
Some people work needs more than a monthly check-in. It needs time, shape, and someone to actually build it properly.
That might be a values piece that only exists in your head, a hiring process your team can finally use, a manager toolkit, or a pay framework that makes your decisions clearer and fairer.
If we’re already working together through People Counsel, a Sprint is how we go deeper on one thing. If we’re not, we can scope a standalone project with a clear start point, outcome, and boundary.
Download the TPV Services Guides for pricing ✨
EXAMPLES OF PEOPLE SPRINTS
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Pay gets murky fast in growing teams. You’re making offers case by case, someone asks what progression looks like here, and two people doing similar work are being paid differently, and it’s difficult to explain.
This Sprint builds the structure that makes pay decisions clearer, fairer, and easier to stand behind. We define levels, principles, salary bands and progression in a way that fits your stage, not someone else’s org chart.
Includes: discovery, framework design, benchmarking guidance, rollout support, and communication materials.
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Most performance reviews are stressful for managers, unhelpful for employees, and disconnected from how work actually happens.
This designs your performance rhythm from scratch: how goals get set, how feedback happens, what reviews look like, what ‘good’ performance even means, and how it connects to progression and pay. Then we run one full cycle with you to make sure it lands.
Built for your stage - not borrowed from Google.
Includes: design, documentation, manager training, and one full cycle of implementation support.
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At some point, “we’ve just sort of been doing it this way” stops being good enough. Someone new joins, asks what the policy is, and you realise most of your ways of working only exist in people’s heads.
This Sprint turns the important stuff into something clear, useful and readable - a handbook that reflects how you work, gives people clarity, and doesn’t sound like it was written by legal.
Includes: discovery, handbook build, team rollout, and update guidance.
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You know there are good reasons people join you and stay with you, but your hiring story doesn’t quite capture them yet.
This Sprint helps you articulate what’s genuinely distinct about your company - not generic culture claims, but the actual reasons the right people choose you, grow with you, and do well there.
Includes: discovery workshops, EVP articulation, messaging frameworks, and application guidance.
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If your values are too vague, too generic, or only live in your head, they won’t help with the moments that actually matter.
This Sprint works out what is genuinely true about how you operate, then turns it into values your team can use - in decisions, hiring, behaviour, and the difficult trade-offs that reveal what kind of company you are.
Includes: facilitated workshops, synthesis, values-in-action statements, and communication assets.
Leadership & development
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Your managers are drowning - promoted for being good at their job, now expected to manage people with no training. They don't know what they don't know. Meanwhile, you're spending hours trying to get them to see what you see - your mental models for how management should work here, what "good" looks like, how you want situations handled. You're essentially trying to download your brain into theirs, one conversation at a time.
This programme builds a shared management framework so everyone's working from the same playbook. They learn how to manage well AND how to manage in a way that fits how you operate - without you having to be their constant sounding board.
A structured development journey for first time or scaling managers.
Includes: psychometric profiling with individual debriefs, multi-session workshop programme, practical toolkit, and ongoing resources.
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Sometimes someone doesn’t need a full programme - they need space to think well about a live challenge.
This can be used for difficult conversations, role stretch, leadership transitions, team dynamics, or sharper judgement on the people side of leadership.
Includes: 1:1 coaching sessions, focused support around a live issue, and optional short-term engagements.
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A lot of friction at work is really about mismatched expectations, pressure patterns, and different ways of thinking and operating.
These assessments help make that visible. We use Facet5 or Hogan to understand how someone works, what drives them, what derails them, and how to apply that insight to the real situation in front of you.
Includes: assessment setup, reports, individual debriefs, and application guidance. Team workshops available as an add-on.
Workshops & offsites
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Some team moments need more than a loose agenda and a nice venue. They need structure, challenge, and someone who can help the room get to the thing underneath the thing.
This Sprint designs and facilitates sessions that help a team align, decide, learn, or move something important forward - whether that’s a strategy offsite, team health session, planning day, or leadership workshop.
Includes: session design, facilitation, and post-session synthesis.
she is truly an exceptional people person - great people are rare finds at the best of times, but HR folk that can also think commercially and strategically are particularly rare.
We kicked off with a fixed project around pay and as a result now have:
A RWE pay philosophy
A process for benchmarking data annually
A guide for managers in how to have pay conversations (and we’ve done a few workshops)
A role-levelling framework with salary bands
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Natasha Guerra, Founder + CEO, Runway East
TELL ME WHAT NEEDS BUILDING.
If there’s one piece of people work that needs proper focus, tell me what’s going on and we’ll figure out whether a Sprint makes sense.