Description
Most leaders are trying to solve the wrong problem. They throw wellness programs at turnover. They run engagement surveys that don’t tell them anything new. They restructure and hope morale comes back. None of it works, because none of it addresses what’s actually broken.
The Pulse Check is the diagnostic step that comes before any of that. In four weeks, you’ll know which of the 5 Pillars of a Thriving Workplace are weak in your organization, which one is doing the most damage, and what to tackle first. You’ll stop guessing. You’ll have a roadmap. And you’ll stop spending money on programs that don’t address the real problem.
This is the smartest place to start. Almost every client begins here, because it’s the difference between throwing things at the wall and actually fixing what’s broken.
Best for: Senior leaders, HR and People & Culture leads, and department heads dealing with rising turnover, performance issues, or a team that’s been through too much change.
Scope
- Kickoff call with the leadership sponsor to align on goals, timeline, and what we’re trying to learn
- Stakeholder sessions with your leadership team to pressure-test what’s really going on (typically 3 to 5 conversations)
- Brief survey or data review of existing employee feedback if available
- Diagnostic assessment across the 5 Pillars of a Thriving Workplace: clarity and direction, capacity and workload, leadership capability, psychological safety and trust, and support and sustainability
- Identification of 2 to 3 priority areas with the highest impact and clearest path forward
Deliverables / Outputs
- Executive Summary Report (10 to 15 pages, PDF) covering: what we heard, where the pressure points are, priority areas to address, quick wins, and a strategic roadmap for what to tackle first
- 60-minute presentation and Q&A session with your leadership team to walk through the findings
- Recommended next steps document outlining options for what to do with the findings
Timing
4 weeks from kickoff to final presentation. A specific schedule will be agreed between client and consultant after purchase.
Assumptions
- Client will identify a leadership sponsor as the primary point of contact
- Client will coordinate stakeholder availability for diagnostic conversations within the 4-week window
- Client will share any existing employee feedback data (engagement surveys, exit interview themes, etc.) if available
- Includes one round of revisions on the Executive Summary Report based on client feedback
- Client will review and accept deliverables within 5 business days of final submission
- Out-of-scope work, including full organizational assessment, implementation support, or training delivery, requires a separate engagement
