You Know Something Isn't Working—But What?
Most organizations face performance challenges but struggle to identify root causes. Click any challenge below to learn more.
👥
High Turnover
Exit interviews don't reveal why people are really leaving. You're seeing the symptom (people departing) but missing the root cause.
The Real Impact: Constant hiring costs, loss of institutional knowledge, team instability, reduced productivity.
📊
Productivity Concerns
You see declining metrics, but no clear patterns. Is it leadership? Culture? Systems? Skill gaps? You're operating on assumptions and throwing money at the wrong solutions.
The Real Impact: Wasted training budgets, demoralized teams, missed revenue targets, competitive disadvantage.
🎯
Failed Change Initiatives
You've invested heavily in programs and training initiatives, but ROI isn't materializing. Nobody understands what actually failed or why. Without that clarity, the next initiative will face the same fate.
The Real Impact: Wasted capital investment, damaged credibility, staff cynicism, delayed progress toward strategic goals.
💭
Disengaged Teams
Pulse surveys confirm low morale—people aren't excited about their work. But surveys just confirm what you already suspect. You need to understand the root causes so you can actually fix the problem.
The Real Impact: Reduced innovation, higher errors, poor customer service, continued attrition, toxic culture spread.
From Challenge to Clarity
in Two Weeks
A structured, evidence-based process that gives your team actionable insights in just 14 days—rather than months of traditional consulting.
Kickoff & Stakeholder Interviews
We meet with your leadership, managers, and frontline staff to understand your organizational context, culture, and specific performance challenges from multiple perspectives—so your people feel heard from the very beginning.
Comprehensive Workforce Assessment
We deploy validated I-O psychometric assessments and organizational surveys so you see engagement, motivation, job satisfaction, and performance drivers in measurable terms—not just anecdotes.
Data Collection & Synthesis
We bring together your operational metrics, performance data, turnover analytics, and any existing cultural assessments, consolidating all data sources to reveal patterns and correlations that are otherwise easy to miss.
Statistical Analysis & Root Cause Identification
We apply advanced statistical methods and I-O Psychology frameworks to pinpoint the few root causes that will unlock the biggest gains for your organization, moving beyond surface-level symptoms to what is truly driving outcomes.
Strategic Recommendations & Roadmap
You receive evidence-based, prioritized recommendations tailored to your organization, along with a clear implementation roadmap that outlines timelines, resource needs, and success metrics your team can own.
Delivery & Discovery Call
We walk your leadership team through a comprehensive diagnostic report with key findings, root causes, and strategic recommendations, then use the session to align on priorities and next steps while answering your questions.
What You Get
Tangible Outputs From Your
Workforce Performance Diagnostic
Every engagement ends with clear, decision‑ready deliverables—not vague observations—so you can act with confidence.
A Modern I‑O Approach
to Workforce Diagnostics
Think of this as a next‑generation engagement study: rooted in industrial‑organizational psychology, focused on root causes, and built for leaders who need more than another opinion‑driven survey.
For Leaders Who Own the Outcomes
Ideal if you are accountable for workforce performance, retention, and culture—and need more than another surface‑level survey.
You’ve outgrown generic surveys
Standard engagement or climate surveys keep telling you what you already know—but not what to do differently.
You want root‑cause clarity
You suspect deeper drivers behind turnover, conflict, or underperformance and need evidence—not guesses—to target them.
You answer to boards & funders
You need defensible, data‑driven recommendations you can stand behind with boards, funders, or elected officials.
You’re willing to look at systems
You know lasting change means adjusting structures, policies, and leadership behaviors—not just offering another training.
Choose the Diagnostic
That Fits Your Moment
Both options use the same evidence‑based I‑O psychology methods. The difference is how deep we go and how many stakeholders we bring into the process.
Essential Workforce Diagnostic
Best for organizations running their first diagnostic, piloting with one division, or needing a rapid, focused read on workforce health.
- • Core survey using validated I‑O instruments (single workforce segment).
- • Up to 4 stakeholder interviews (leadership + staff).
- • Targeted analysis of one priority challenge (e.g., turnover, engagement, or change fatigue).
- • Executive summary report with 3–5 highest‑impact recommendations.
- • 60‑minute virtual briefing with Q&A.
Investment range: scoped based on size and complexity of your workforce.
Discuss Essential OptionBring clarity to your workforce decisions in the next 30–45 days.
Use a structured, evidence‑based diagnostic to move from intuition and anecdotes to shared facts, aligned priorities, and a practical action map.
In our initial conversation, we will clarify your goals, outline scope options, and confirm whether the Essential or Comprehensive approach is the right fit.
Share a bit about your organization and the challenge you are solving for, and pick a time that works for your calendar.
Schedule a Discovery CallPrefer email first? Reach out at info@reach-potential.com with “Workforce Diagnostic” in the subject line.
Turn insight into decisions you can stand behind.
The Workforce Diagnostic translates complex workforce realities into clear, prioritized recommendations that leaders can act on in the next one to three quarters.
Within 45–60 days, most organizations walk away with:
- • A shared, data‑backed narrative about what is really driving performance and retention.
- • A small set of must‑do priorities instead of a long wish list of disconnected initiatives.
- • Clear owner(s), timelines, and early indicators to track progress with boards and funders.
- • Greater alignment between HR, program leaders, and executives on where to invest next.
Partner reflection
“This was the first time our leadership team, staff, and board were all working from the same picture of what our workforce needed—without blaming individuals. It changed the tone of every decision that followed.”
Executive Director, multi‑site workforce development organization
Frequently Asked Questions
If you do not see your question here, you can always ask it during your discovery call.
How is this different from a typical engagement or culture survey? ▾
How much time will this require from our team? ▾
Will our data be confidential and anonymous? ▾
What if we are already doing other initiatives (DEI, engagement, change efforts)? ▾
What happens after the diagnostic—do you also help with implementation? ▾
Get Your Workforce
Performance Diagnostic Started
In one brief conversation, you can scope the right level of diagnostic, align on goals, and confirm timelines. No pressure, no jargon—just an honest look at whether this is the right tool for your organization right now.
Schedule Your Discovery Call ↗30–45 minutes • Virtual meeting • Ideal for executive sponsors, HR/People leaders, and program owners.
Not ready to schedule yet? Use the contact form below to share a few details about your organization, and you’ll receive a short note with suggested next steps and whether this diagnostic is a good fit.
Welcome Back!