Which Assessment Is Right for Your Organization?
Our engagement and organizational assessments are grounded in two proprietary frameworks. The OGC Workforce Priorities System uses regression analysis to show which workforce drivers most strongly predict engagement and retention in your organization, and the OGC Talent Health System places what the data reveals in the context of your broader talent system, so no finding is read in isolation. Choose the starting point that matches your question, or tell us what you are trying to understand and we will recommend one.
Beyond the Engagement Survey: The Workforce Priorities Diagnostic
An employee engagement survey tells you how people feel. The Workforce Priorities Diagnostic goes on to show which workforce drivers matter most for engagement and retention in your organization, so your next investment is chosen with evidence.
We field a confidential survey built on validated academic scales that measures cognitive, emotional and behavioral engagement, then use regression analysis to identify the highest-impact drivers. Leadership alignment analysis, initiative mapping and a facilitated session help your leaders leave with shared priorities. It fits best when you have several competing initiatives and a limited budget.
You receive an actionable report, a leadership presentation, a high-level summary for employees and a sequenced roadmap.
Typical timeline: 6 to 8 weeks. Built on the OGC Workforce Priorities System.
Organizational Assessment
A talent management and culture assessment for leaders who want the full picture of how their organization is working. We combine an all-employee perception survey, analysis of your HR data and select one-on-one interviews, then synthesize the results into a visual scorecard with 12 key performance indicators and recommendations specific to your organization. Leaders at every level can read the scorecard, which makes it easier to act on.
Grounded in the OGC Talent Health System, which places each finding in the context of your broader talent system.
Typical timeline: about three months.
Want a quick read first? Try the free OGC Talent Health Snapshot.
Custom Assessment
When your question is about one part of how you manage people, we design the assessment around it. Focus areas have included building HR infrastructure as a company grows without losing its culture, talent performance management, and the talent acquisition process.
The work involves what the question requires and may include: interviews, surveys, document and data review, and process review.
Typical timeline: from 4 to 12 weeks, depending on scope. Tell us what you are trying to understand, and we will recommend an approach.
Questions We Hear Most
Q: Can you review survey questions we have already written, or work with data we already have?
Yes, on both counts. We review draft questions for clarity and validity, look for established, research-validated scales that measure what you want to measure, and flag questions that ask two things at once or are likely to be misread. Where no validated scale exists, expert judgment still improves question quality. We can also analyze data you have already collected, so employees are not asked the same thing twice.
Q: Can you run a short pulse survey to track progress after an earlier assessment?
Yes. A pulse survey focuses on the specific areas you have been working on, which keeps it short enough to hold participation up. We design the questions, field the survey, draft launch communications for your internal team, and report the results with interpretation.
Q: How long does an assessment take from kickoff to results?
A Workforce Priorities Diagnostic typically takes 6 to 8 weeks, an Organizational Assessment about three months, and a Custom Assessment 4 to 12 weeks depending on scope. We keep surveys open for two weeks, since most responses arrive in the first week, and we share a draft report with your main contact before the final version so you can request additional data cuts.
Q: What can a custom assessment include?
A custom assessment focuses on one part of how you manage people, and the method follows the question. Examples include a review of the HR function itself, looking at how time is spent and which processes could be streamlined, outsourced, or refocused on employee-facing work; building HR infrastructure as a company grows without losing its culture; talent performance management; and the talent acquisition process. Depending on the question, the work may include interviews, surveys, document and data review, and process review.
Q: What affects the cost of an engagement survey or organizational assessment?
Cost depends on which assessment fits your question and how much data collection it involves: whether we field an all-employee survey, how many interviews we conduct, whether we analyze HR data, and whether the scope extends to areas such as compensation analysis. A focused Custom Assessment of one process or team costs less than an Organizational Assessment that combines survey, HR data, and interviews. Tell us what you are trying to understand and we will recommend an approach with a clear scope.
Have a question about how this applies to your organization? Talk it through with us. The full FAQ also covers using engagement survey data, prioritizing initiatives, and our free Talent Health Snapshot.
What We Do
Through analysis of quantitative and qualitative data, we highlight key insights and organize recommendations across 12 core business areas.
