Number of Seats/Users: Progression offers discounts based on the number of users or seats. A higher volume typically leads to a better discount structure, especially for enterprise-level usage.

Commitment to a Long-Term Contract: Discounts are often provided to companies that commit to using the service for a longer period (e.g., 1-year or 3-year contracts). A longer commitment shows Progression that the company is serious and willing to invest in the platform long-term.

No Active Discounts: Companies that are not already receiving other active discounts may have a better chance of qualifying for additional discounts from Progression. Progression reserves discounts for new customers or those not currently under promotional pricing.

Volume or Usage Commitment: Progression offers discounts if you agree to a minimum amount of usage or transaction volume. This could be based on data storage, transactions, or other metrics tied to how much you will use the platform.

Enterprise-Level Negotiation: Companies that qualify as “enterprise” due to their size or complexity (e.g., having large teams, multiple departments, or geographical presence) may be eligible for additional discounts from Progression. Such companies are often in a position to negotiate for better pricing.

Early Renewal or Prepayment: Progression often offers discounts if you renew early or prepay for the entire contract period. This is a common approach to securing a lower price.

Here at Spendbase our internal data shows that Progression is generally well liked by Spendbase clients who want clearer, fairer career development and smoother performance management.

Overall sentiment
Our clients report that Progression:

• Brings structure and fairness to career growth
• Makes performance conversations more objective
• Helps managers and ICs see “what good looks like” at each level

Key strengths our clients highlight

1) Career frameworks and clarity
– Progression’s role and skill frameworks are seen as the core value driver
– Clients say frameworks help:
– Remove bias from promotion decisions
– Give employees a clear growth path
– Create a “single language” for skills across teams

2) Performance and check-ins
– The check-in flows are often described as “simple” and “practical”
– Managers like having one place to:
– Track growth over time
– Capture concrete examples of work
– Prepare for reviews without starting from scratch

3) Growth habits and motivation
– Habit tracking and evidence gathering help employees:
– Notice their own progress
– Document achievements as they happen
– Feel more engaged in their own careers

4) Insights and transparency
– Real-time insights around skills and levels help leadership:
– Spot gaps in capabilities
– Plan hiring and promotions
– Back decisions with data rather than gut feel

Common challenges our clients mention

Our internal data also shows some recurring friction points:

• Framework setup effort
• Creating good frameworks can be time-consuming, especially at first

• The built-in templates and AI tools help, but still need customisation

• Recognition and shout-outs

• The recognition features are seen as functional but not very “exciting”
• Many clients prefer to connect Progression with other tools to boost engagement

Discount and value perspective

From a Spendbase discount standpoint, clients typically see the strongest ROI when:

• They roll Progression out across multiple teams (not just isolated pockets)
• They invest upfront in building solid frameworks, then reuse and refine them
• They integrate it into their existing performance cycle rather than running it on the side

In short, our clients treat Progression as a core career infrastructure tool: a bit of work to set up, but highly valuable for fair growth, clearer expectations, and smoother performance management.