Are you considering implementing an organizational health strategy? We’ve all heard the term, but what does it really mean and how do you go about doing it?
In this article, we'll explore how to create an organizational health strategy that will help you achieve your goals by asking three important questions: do you have enough data? Have you formulated a hypothesis? And how will you quantify success? By addressing these questions, you can be sure that your organization's strategy is well-informed and set up for success. Let's get started!
If you’re still relying on outdated employee engagement or pulse surveys, have you considered trying LEON Insight? LEON Insight® compares the health of your organization to our database of 1,000+ organizations. It can accurately predict your organization’s future performance potential. If you don't have the right data set, it's harder to get reliable insights that drive actionable change.
Once you have the necessary data in hand, it’s time to formulate a hypothesis about why certain elements of your organizational health might be lacking. Is there an issue with leadership? Is there a lack of motivation among employees? Are certain processes inefficient? Once you identify possible causes for any issues, you can use the MECE framework (mutually exclusive and collectively exhaustive) to separate individual issues from organizational ones. This will help you prioritize which issues need to be addressed first and how best to do so.
Finally, once you have designed your organizational health strategy and implemented it within your organization, it’s important to measure its success against company success as a whole. This requires additional data integrations such as Salesforce or Workday in order to better quantify how changes in employee engagement or well-being affect overall business performance. By measuring both individually and holistically, you can make sure that your efforts are having the desired effect on organizational health—and consequently on company success as well.
Implementing an organizational health strategy is no small feat—but if done correctly, it can make a huge difference for any organization. Before jumping into the process of designing a comprehensive plan for improving employee engagement and well-being, make sure that you have enough data points; form a hypothesis about why issues may exist; and consider additional data integrations such as Salesforce or Workday in order to better quantify how changes in employee engagement or well-being affect overall business performance. Answering these three questions before beginning the process will ensure that your organizational health strategy has the best chance of being successful!
%201.png){kind=spacer}