The Organizational Diagnostic
Your people already know why.
Turnover in one department that you cannot fully explain. Productivity that has slipped. The same problems surfacing again and again in slightly different forms. You probably have theories. We collect the evidence and find out.
Why leaders reach out
Something keeps recurring.
Turnover in one department, the same problems resurfacing, and no clear picture of why. You want to know what is actually going on.
Career pathing feels overdue.
You know your people want to see a future with you, and you are not sure where to start building it.
Some seats feel wrong.
You suspect a few people are misplaced because of how they are wired rather than what they can do, and you are unsure how to proceed.
One engagement answers all three. The diagnostic reads voice, wiring, and performance together.
It is rarely only a people problem
We find the answer usually sits with your people, because they are the ones close enough to see it. Getting to it clearly is the hard part, and that is the part we do.
One loud opinion can look like a pattern. A fix that solves it for one person creates the next problem two desks over. So we look at your business as a system: culture, process, structure, and the tools people work in. What comes back is the issues that run across all of it.
How it runs
Most owners find out why people leave in exit interviews. This sprint finds out why they stay, and what would make them stay longer, while there is still time to act on it.
Frame
Trust, by design
We agree who is interviewed, what is confidential, and the date your people will hear back. Everyone knows the rules before anyone talks.
Listen
Every voice, verbatim
We sit down with each person for 45 to 55 minutes, on their own turf. We come out to the job sites. We hold to five fixed themes, so every conversation covers the same ground.
Code & Verify
An evidence database
We code every observation and audit it back to the transcript it came from. We put nothing in a report that we cannot trace to something a person actually said.
Synthesize
Decisions, not data
We order the findings by how many unrelated people raised them. You get what is working, where the risk sits, and what to do first.
Activate
Visible action
We go back to your whole staff with what came out of it and what you are doing about it, on the date we promised them at the start.
Three signals, one picture per person
Voice
What they told us, in a structured conversation they trusted.
Wiring
How they are built, which we read against the seat they are actually in.
Performance
What their leaders see, which we gather so that nobody is put at risk for answering honestly.
People only tell you the truth if it is safe to
We do not promise anonymity. This work leads into career and performance conversations, so it is not a promise we could keep. What we promise instead is care with what you tell us, and enough openness that what you say can actually change something.
- The recordings and transcripts stay with us. Nobody at your company reads them.
- Every finding traces back to something a person actually said.
- Who sees what is agreed before anyone sits down.
What you walk away with
A tool your team keeps using
What is working, where the risks are, the quick wins, and a career card for each person. Leaders reopen it months later.
Two reports, on purpose
One for the leadership conversation, and a confidential one for the owner, so hard feedback about leadership reaches them without being broadcast.
Quick wins you can start on
Cheap, fast, and tied to something the evidence actually showed.
A real answer for your staff
Everyone hears what came out of it and what is being done about it, on the date we promised at the start.
The diagnostic can extend into written career pathing guides for each person and coaching guides for each manager, informed by wiring and performance data. These layers are described on the pricing page.
It fits the size you are
- Under about 30 people
- We interview everyone available, and you get a per-person read for each of them.
- 30 to 150
- We talk to a representative sample, spread across departments, tenure, and seniority so no group gets missed.
- Larger
- We interview for depth and run pulse surveys for breadth.
Where we talk to a sample rather than everyone, we say plainly that the findings describe the group, not each person we did not sit down with. The report says so too.
What do we do with what we find?
That depends on what your people told us.
Sometimes we coach a leader who now knows exactly what to work on. Sometimes we install a performance cadence, or build career paths around how people actually want to grow. Sometimes the quick wins are enough for a while, and we say so.
Whatever comes next, we build it on the same evidence, so you never start the conversation over. Most often that is the SeekBuild System.
Talk through what you are seeing
A short call to work out whether a diagnostic is the right thing for your company right now. If it is not, we will say so.