Organisational Diagnosis
When you know something is wrong, but not yet why.
Falling engagement. Retention problems. Poor communication. Frustration with a new policy. Teams experiencing the same organisation very differently.
We combine quantitative and qualitative evidence to understand what is actually happening before recommending what should change.
Questions we can help answer
Why is engagement falling?
Why are people leaving one area more than another?
Is a policy affecting different groups differently?
Are trust, communication or psychological safety contributing to a problem?
Why do leaders and employees appear to see the organisation differently?
Which issues are symptoms and which are underlying causes?
What we do
We start with the organisational problem, not a pre-packaged intervention.
Depending on the question, we may combine employee survey data, workforce metrics, recruitment or absence information, interviews, focus groups and other organisational evidence.
We look for where different sources agree, where they contradict each other and what those patterns suggest.
That process helps distinguish between what is happening, what may be contributing to it, and what still needs to be tested.
What you get
A coherent diagnosis of the organisational issue, evidence supporting the findings, priority areas and practical recommendations for what happens next.
Where appropriate, we can then help design targeted interventions and measure whether they work.
The cost of doing nothing
Organisations can spend substantial amounts treating symptoms.
Another engagement initiative. Another wellbeing programme. Another communication campaign.
If the actual problem is workload, management behaviour, organisational systems or lack of autonomy, the intervention may make little difference.
It is often cheaper to understand the problem than to keep paying for its consequences.
What might this look like?
Engagement is falling and everyone has a different explanation
A 2,500-person organisation sees a substantial decline in engagement. Senior leaders believe workload is the problem. Managers think employees are resistant to change. Employees are increasingly describing communication as poor.
We bring together employee survey data, turnover and absence trends, interviews and targeted focus groups.
The evidence shows that workload matters, but it is not the whole story. Employees in teams with high manager support remain relatively engaged even under considerable workload pressure.
The stronger pattern concerns trust and control. Employees describe frequent organisational changes being announced with little explanation, managers feel unable to answer questions, and employees perceive that decisions are made without meaningful input.
The diagnosis therefore shifts from “people are overwhelmed” to a more specific combination of workload, manager capability, communication and lack of perceived influence.
Recommendations can then address those underlying issues rather than defaulting to a resilience or wellbeing programme.
The value: the organisation invests in the problem the evidence points to, rather than the problem people initially assumed.
Indicative Pricing
Focused Organisational Diagnostic
From £3,500
For a clearly defined issue in one part of the organisation, such as falling engagement, rising turnover, poor communication, trust concerns or the impact of a particular policy.
Typically includes:
stakeholder scoping
review of relevant survey or workforce data
a small number of interviews and/or one focus group
triangulation of evidence
concise diagnostic report
practical recommendations and next steps
Best for: one problem, one area, relatively contained scope.
Full Organisational Diagnosis
Typically £6,000–£10,000
A mixed-method investigation into a more complex organisational problem.
Typically includes:
detailed scoping
survey and workforce analysis
interviews and/or focus groups
analysis across teams or employee groups
quantitative and qualitative triangulation
identification of underlying themes and contributing factors
prioritised recommendations
leadership findings session
Best for: problems where the organisation knows something is wrong but needs to understand why.
Complex / Organisation-Wide Diagnosis
From £12,000+
For larger organisations, multiple business areas or problems that cut across several systems, policies or employee groups.
Could include:
multiple datasets and survey waves
several business units or locations
larger interview and focus-group programmes
leadership and employee perspectives
subgroup and intersectional analysis where appropriate
process or policy review
facilitated leadership workshops
implementation priorities
optional follow-up measurement
Best for: complex, organisation-wide issues where several explanations or systems may be interacting.
We don’t start with the solution.
We start by finding out what is really happening.
Every diagnostic is scoped around the question you need to answer. Pricing depends on organisational size, number of data sources, number of groups involved and the depth of qualitative research required.
Submit an Inquiry
Fill out the form and a member of the team will get back to you.
Alternatively email us at [email protected]
