Most workforce challenges are not talent problems. They are structural, strategic, and organizational problems wearing talent's clothes. The Workforce Diagnostic gives CHROs, CEOs, and business leaders a clear, evidence-based view of how their organization is designed, aligned, and positioned to perform — and a sequenced roadmap to close the gaps before they become crises.
Built for leaders who need clarity, not another consulting engagement that restates the problem.
CHROs, CPOs, and CEOs who sense that the organization is structurally misaligned but cannot pinpoint where. You are accountable for performance. This diagnostic gives you the evidence, the language, and the roadmap to act.
VPs of HR and People Operations leaders who are navigating growth, restructuring, or cultural misalignment and need an objective third-party assessment to build the business case for change.
The Workforce Diagnostic delivers the most value when something has changed or is about to. Growth that has outpaced the structure, a leadership transition, an M&A integration, or a performance problem that talent alone cannot solve.
Not sure if this is the right fit? Schedule a free 30-minute conversation. We will tell you honestly whether the Workforce Diagnostic is the right next step — or point you toward something that is.
Three phases. One clear path from misalignment to performance.
A structured 9-domain assessment that surfaces exactly where your organization is misaligned, under-resourced, or structurally unable to execute its strategy.
A prioritized gap matrix that separates urgent structural fixes from strategic investments, sequenced by dependency and impact on organizational performance.
A 90-day transformation roadmap with clear ownership, milestones, and success metrics — a plan your leadership team can execute starting day one.
9 audit domains. Three distinct layers. One sequenced roadmap.
Grounded in McKinsey's Organizational Health Index, Galbraith's Star Model, and Deloitte's 2025 Human Capital Trends research, the diagnostic maps your organization across three layers — each with a distinct role and a clear dependency on the layer below it.
The degree to which organizational strategy is clearly defined, communicated, and understood at every level. Misalignment here cascades through every other domain.
Is strategy documented and communicated? Do employees understand how their role connects to strategy? Is there a shared definition of success?
The organization's ability to anticipate future talent needs, identify skill gaps, and build the workforce required to execute its 3-5 year strategy.
Is there a formal SWP process? Are critical roles identified? Is there a skills gap analysis against future needs?
The capacity to restructure, redeploy talent, and adapt operating models in response to market shifts, M&A activity, or strategic pivots — without operational disruption.
How quickly can the org restructure? Are change management capabilities in place? Is there a playbook for workforce transitions?
The quality, consistency, and capability of leadership at every level — from the C-suite through frontline managers. Leadership is the single strongest predictor of organizational health (McKinsey OHI, 2024).
Is there a leadership development program? Are managers rated on people leadership? Is succession planning active?
The degree to which employees are motivated, committed, and intending to stay. Engagement drives productivity; retention protects institutional knowledge and reduces replacement costs.
What is the voluntary turnover rate? Is engagement measured? Are exit interview insights acted upon?
The systems, processes, and cadences that define how performance is set, measured, rewarded, and managed — from goal-setting through performance reviews and compensation alignment.
Are goals cascaded from strategy? Is performance reviewed regularly? Is compensation tied to outcomes?
The shared norms, behaviors, and beliefs that define how work actually gets done. Culture is the invisible operating system — it either accelerates or undermines every other organizational initiative.
Is there a defined EVP and culture statement? Do behaviors match stated values? Is culture measured through regular diagnostics?
The structure, spans of control, reporting relationships, and operating model that define how work flows through the organization. Poor design creates duplication, bottlenecks, and accountability gaps.
Is the org structure documented? Are spans of control appropriate? Does the structure support the strategy?
The degree to which roles are clearly defined, leveled, and aligned to organizational needs. Role ambiguity is one of the leading drivers of disengagement, conflict, and operational friction.
Are job descriptions current and accurate? Is there a job leveling framework? Are role expectations clearly communicated?
The HRIS, compensation systems, workforce analytics platforms, and HR operating model that support organizational decisions. Without reliable data, every workforce decision is a guess.
Is HRIS data clean and current? Are workforce analytics available? Is HR structured to be a strategic partner?
The cost of organizational misalignment is measurable.
The diagnostic benchmarks your organization against current research from McKinsey, Deloitte, Gartner, and SHRM. You will know exactly where you stand — and what misalignment is costing you.
Organizational misalignment is your most expensive hidden cost.
Most organizations cannot see the cost of misalignment because it does not appear on a single line item. It shows up as turnover, disengagement, failed initiatives, duplicated work, and leadership friction. The Workforce Diagnostic makes the invisible visible.
Where Misalignment Hides
When roles are unclear, employees duplicate work, avoid accountability, and disengage. Role clarity alone can reduce friction by 20-30%.
When the org structure does not support the strategy, execution stalls. Most restructuring failures trace back to this misalignment.
Poor managers are the #1 reason people leave organizations. Fixing manager effectiveness is the highest-ROI people investment most organizations can make.
When stated values and actual behaviors diverge, trust erodes and top performers leave. Culture is not a soft issue — it is an execution issue.
Organizations that do not plan their workforce 12-18 months ahead consistently face talent shortfalls at critical moments, paying premium rates for reactive hiring.
A comprehensive organizational assessment and a sequenced 90-day transformation roadmap
A board-ready narrative of your organization's current state, key findings across all 9 domains, and strategic recommendations.
Each domain scored on a 1-4 maturity scale with specific evidence, diagnostic markers, and benchmarking against industry norms.
Your organization compared against McKinsey OHI benchmarks and Deloitte Human Capital Trends data by company size and industry.
Structural fixes vs. strategic investments clearly separated, with estimated effort, impact, and sequencing logic for each initiative.
Delivered live to your leadership team with Q&A, or prepared for your CHRO or CEO to present independently.
The 90-Day Transformation Roadmap
Address critical structural gaps — role clarity, reporting relationships, HRIS data integrity, and compliance. These are the fixes that unlock everything else.
Implement manager effectiveness programs, performance architecture improvements, engagement measurement, and culture alignment initiatives.
Launch strategic workforce planning, agility frameworks, and organizational design initiatives that position the workforce for the next 12-24 months.
Transparent, tiered pricing based on company size and scope
Every engagement is led by a senior practitioner with 25 years of organizational and workforce leadership. Delivered remotely by default; on-site sessions available as an optional add-on.
A 10% reduction in voluntary turnover at a 500-person organization saves $750,000+ annually in replacement costs alone. The diagnostic fee is a fraction of one quarter's misalignment cost.
We are currently accepting a limited number of Founding Client engagements at a preferred investment. In exchange, we ask for a candid testimonial and the opportunity to reference the engagement (with your approval). Mention the Founding Client Program when you reach out.
From kickoff to transformation roadmap in five weeks
- Kickoff call to align on scope
- Stakeholder interviews begin
- Documentation and data review
- HRIS and systems audit initiated
- Org design and role clarity audit
- Reporting structure analysis
- HR systems and data quality review
- Compensation and leveling review
- Leadership effectiveness interviews
- Engagement data analysis
- Culture and values assessment
- Performance architecture review
- Strategy clarity assessment
- Workforce planning gap analysis
- Organizational agility review
- Benchmarking against OHI data
- 9-domain scorecard finalized
- Gap matrix and benchmarking report
- 90-day roadmap delivered
- Executive presentation with Q&A
Total time investment from your team is typically 12-20 hours spread across the 5-week engagement.
Frequently Asked Questions
Schedule a free 30-minute consultation. We will discuss your current organizational challenges, walk you through the diagnostic framework, and determine which engagement tier is the right fit. No obligation. No sales pitch.
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