> ## Documentation Index
> Fetch the complete documentation index at: https://guide.exiqtive.com/llms.txt
> Use this file to discover all available pages before exploring further.

# Communicating readiness to your employees

> Messaging, timing, and a rollout sequence for explaining Readiness and the Badge Ladder to your employees.

When you introduce exIQtive to your employees, at initial rollout or when adding new Responsibilities or Positions, they need to understand four things. This page gives you the messaging and the standard video to share with them.

1. What Readiness means and why the organization measures it
2. How Readiness is scored (the 0% to 150% scale)
3. What the Badge Ladder is and how badges are earned
4. Who their Coach is for each Responsibility, and what study materials are available

## The standard explainer video

The **Communicate Readiness** video (2 minutes 37 seconds) explains the Badge Ladder and the Readiness KPI directly to employees.

The video covers:

* Why Readiness is measured (it predicts performance)
* The 0%–150% Readiness scale and the three zones: Developing, Competent, Expert
* The five badges: Novice, Apprentice, Proficient, Coach, Architect
* What each badge means in practical terms
* How an employee earns a badge (preparing against the Inspection Protocol, then requesting inspection by their Coach)
* The dual role of Architects (act as a Coach, or train Coaches)

<Tip>
  Use this video as the foundation of any Readiness communication. It's consistent, complete, and short enough to share in any team setting.
</Tip>

## What the video tells employees

### Readiness predicts performance

Each assigned Role and Responsibility is clearly defined. Readiness for each Responsibility is measured to support growth and to give the organization a reliable picture of how much it can rely on each employee to perform well.

### The Readiness scale runs from 0% to 150%

* **0% to 50% — Developing**: you're still learning.
* **50% to 100% — Competent**: you can do the work, with or without supervision.
* **Above 100% — Expert**: you can coach or set standards for the work.

### The Badge Ladder is the same for every Responsibility

| Badge | Readiness | What it means |
| - | - | - |
| Novice | 0% | Can't do it yet (no badge) |
| Apprentice | 50% | Can do it, but needs supervision |
| Proficient | 100% | Can do it without supervision |
| Coach | 125% | Can coach and certify Proficient badge holders |
| Architect | 150% | Can set standards, and train and certify Coaches |

See [The Badge Ladder](/user-guide/readiness/badge-ladder) for the full explanation.

### How employees prepare

For every Responsibility, the Architect maintains **institutional knowledge**: short videos and short knowledge articles that describe what the Responsibility requires. With it, employees can:

* Study the videos and articles to learn the Responsibility
* Take **Quizzes** to check whether they're ready
* Review the **Inspection Protocol** to see exactly what the Coach will evaluate

### The Coach guides development

For each Responsibility, a certified Coach trains the employee and inspects their **knowledge, abilities, and behavior** (KAB) against the Inspection Protocol. Based on the inspection, the Coach issues the appropriate badge.

### The employee initiates inspection

When the employee feels prepared, usually after studying the institutional knowledge and checking themselves with Quizzes, they reach out to their Coach to schedule an inspection and earn the badge.

### The Architect sets the standard

To keep inspections consistent across the organization, each Responsibility has an Architect, typically a subject matter expert, who creates and maintains the institutional knowledge, Quizzes, and Inspection Protocol.

## When to communicate readiness

* **At rollout** — when exIQtive first goes live for a team
* **When an employee is assigned to a new Position** — they inherit a new set of Responsibilities
* **When a Responsibility changes** — the Inspection Protocol is updated or expectations are revised
* **Before an inspection** — so the employee knows what they'll be evaluated on
* **After an inspection** — so the employee sees the result and understands the path forward

## What to communicate

An effective Readiness conversation covers, in this order:

1. **The why.** Connect Readiness to the team's outcomes, not just compliance. The video frames this well.
2. **What changed for them.** The specific Responsibilities they now hold, with brief context.
3. **The Badge Ladder.** Where they sit today and what the next badge looks like.
4. **Who their Coach is.** By name, for each Responsibility. The Coach should be a familiar person, not an abstract role.
5. **What to do next.** Study the institutional knowledge, take the Quizzes, then reach out to the Coach when ready.
6. **How to get help.** Their Coach, the Architect, and where to ask questions.

## Give an employee access to exIQtive

To see their own Readiness, study the institutional knowledge, take Quizzes, and request inspection, an employee needs access. Before you set Readiness expectations, make sure:

* The employee has been given access (see the **Give Access** action in [Employees](/organization/employees)).
* They've accepted the invitation and signed up.
* Their access status dot is green (signed up), not blue (invitation pending) or empty (no invitation sent).

## What the employee sees in exIQtive

## Suggested rollout sequence

Initial rollout is the most important communication moment. Mishandled, it can make exIQtive feel like surveillance; handled well, it sets the tone for everything that follows.

<Steps>
  <Step title="Hold a team kickoff conversation">
    Explain the why: what the organization is trying to achieve with Readiness. Do this in person or in a live meeting, not by email.
  </Step>

  <Step title="Show the Communicate Readiness video">
    It covers the Readiness scale, the Badge Ladder, and the Coach's role consistently and concisely.
  </Step>

  <Step title="Walk through the structure">
    Show Positions, Roles, Responsibilities, and how they connect, using real examples from the team.
  </Step>

  <Step title="Show the employee view">
    Walk through what each person will see when they log in, including where to find the institutional knowledge and Quizzes.
  </Step>

  <Step title="Introduce Coaches and Architects by name">
    For each Responsibility, say who the Coach is (they perform inspections) and who the Architect is (they own the knowledge). Familiar people, not abstract titles.
  </Step>

  <Step title="Send the invitations">
    Give access to each employee and ask them to sign up within a set timeframe.
  </Step>

  <Step title="Open a feedback channel">
    Make it easy for employees to ask questions and flag what doesn't make sense. Early friction is information you need.
  </Step>
</Steps>

## Communicating ongoing changes

After rollout, routine changes need a lighter touch:

* **A new Responsibility joins the Catalog.** Notify its Architect, its Coaches, and the employees who hold it.
* **An employee changes Position.** Walk them through the new Responsibilities they've inherited.
* **An Inspection Protocol is revised.** Tell affected employees and Coaches what changed and why.
* **An employee earns a badge.** Acknowledge it. Readiness wins are easy to overlook.

## Common questions

<AccordionGroup>
  <Accordion title="Should I show employees the Inspection Protocol before inspection?">
    Yes. The Protocol is the standard they'll be inspected against, and transparency is the point: employees should know exactly what they need to demonstrate so they can prepare. Quizzes support that preparation; the Protocol shows exactly what the Coach will check.
  </Accordion>

  <Accordion title="What if an employee is uncomfortable with inspection?">
    Address it directly. Inspection is a way to recognize competence and certify it with a badge, not to catch mistakes. The video helps by framing Readiness as growth-oriented from the start.
  </Accordion>

  <Accordion title="How do I tell an employee an inspection didn't result in the badge they hoped for?">
    Privately, in person, and constructively. Show the specific Protocol items where the gap appeared and what preparation would close it. An employee who needs another round isn't a failure; they're a Novice who's not yet an Apprentice, or an Apprentice who's not yet Proficient. The ladder is built to support progress, not punish gaps.
  </Accordion>

  <Accordion title="Do I have to communicate every inspection result?">
    Employees see their own badges in exIQtive automatically. Still, explicit follow-up, especially after an unsuccessful inspection, is usually worth the time.
  </Accordion>

  <Accordion title="What if an employee never signs up after I give them access?">
    Their access dot stays blue. Follow up directly, and fix the email address if it's wrong. If they're reluctant to sign up, have that conversation before adding more Responsibilities.
  </Accordion>
</AccordionGroup>

## Related

<CardGroup cols={2}>
  <Card title="The Badge Ladder" icon="stairs" href="/user-guide/readiness/badge-ladder">
    The five badges in detail.
  </Card>

  <Card title="How Readiness is calculated" icon="calculator" href="/user-guide/readiness/how-readiness-is-calculated">
    What drives the 0%–150% score.
  </Card>

  <Card title="Coach operations" icon="chalkboard-user" href="/coaching/coach-operations">
    How Coaches train and inspect.
  </Card>

  <Card title="Architect operations" icon="compass-drafting" href="/coaching/architect-operations">
    How Architects own the standard.
  </Card>

  <Card title="Employees" icon="user" href="/organization/employees">
    Give access and manage employee status.
  </Card>

  <Card title="Keys for success" icon="key" href="/get-started/keys-for-success">
    What makes an exIQtive rollout work.
  </Card>
</CardGroup>


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