Investing in People to Drive Success
A rapidly growing organization needed to create an entirely new operational structure to support emerging business demands. This required innovating a technology solution that had yet to exist in the company’s ecosystem. A pilot team developed an initial proof-of-concept using Microsoft Azure, but leadership ultimately decided to migrate the solution to AWS.
This change raised a crucial question: Should the organization replace the existing development team whose Azure skill sets no longer fit, or invest in upskilling them on AWS?
The Approach
Rather than simply discarding the team’s hard-earned domain knowledge, leadership—advised by a Be On–style perspective—opted to invest in their people:
Skill Transition Plan
Existing team members received targeted AWS training. They were given time and support to learn new technologies, ensuring critical organizational knowledge stayed intact.
Those who preferred a different career direction were offered a reasonable transition period, allowing for a thoughtful offboarding process that benefited both the individual and the organization.
Knowledge Retention and Transfer
Team members deeply understood the business needs behind the pilot. Rather than losing this expertise by hiring a completely new group, the organization preserved continuity and ensured alignment with broader transformation goals.
Empowering Through Choice
Individuals were empowered to decide whether to stay and grow with the new AWS-focused approach or explore alternative paths. This respect for personal career objectives fostered trust and positive morale across the broader organization.
Organizational Alignment
Throughout the pivot, leaders demonstrated transparency and consistent communication, reinforcing how upskilling reflected the organization’s core values.
This approach served as a cultural signal: We value your expertise and are willing to invest in your growth.
Value Delivered
Unified and Skilled Workforce
By prioritizing people development, the organization ended up with a committed, AWS-proficient team with intimate knowledge of the new solution’s business requirements.Reduced Disruption
Avoiding an entire team replacement diminished organizational upheaval, kept project momentum intact, and mitigated costly onboarding for entirely new hires.Enhanced Morale and Retention
Empowering team members to learn or transition respectfully created a supportive environment where employees felt valued rather than expendable.Future-Ready Culture
Showcasing a willingness to invest in talent encouraged an innovative mindset across the company, paving the way for ongoing digital transformation and change readiness.
Key Insights
Investing in People Yields Long-Term Returns
Rather than focus purely on technical skill sets, the organization recognized the holistic value of retaining institutional knowledge and supporting professional growth.Options Foster Trust
By providing a choice—to retrain or offboard gracefully—leadership demonstrated respect and empathy, strengthening team loyalty.Continuity Drives Innovation
Individuals who helped create the pilot had valuable insights into why certain technical decisions were made. Retaining that knowledge was critical to accelerating the new AWS solution.Cultural Impact Matters
Transforming technology is one thing, but transforming people’s mindsets around change, learning, and personal growth sets an organization up for future success.
Why This Matters to Be On
Although this transformation predated Be On, it epitomizes our holistic growth framework:
Trust & Transparency: Leaders were open about the pivot to AWS and the options available to the team, building a culture of respect and collaboration.
Empowering Human Potential: By choosing to upskill rather than replace, the organization harnessed the existing knowledge and passion of its workforce.
Adaptive & Inclusive Leadership: Giving employees real agency over their career paths resulted in better retention, heightened morale, and a smooth transition.
Long-Term Vision: Prioritizing people rather than short-term cost savings established a more resilient workforce ready to tackle the next wave of changes.
