Wellbeing, Human Resources

How to measure ‘Readiness’ in your organisation

Steffi Maranan

Struggling with change?
We have the solution

How ready are you for the unexpected? It’s a question that all businesses are finding out the answer to. Coronavirus is a huge challenge, mainly because of the ongoing uncertainty, but it’s important to make sure your employees are prepared for change. What’s your ‘readiness’ like as a business? And how can you measure it?

We define readiness as ensuring your people are informed, cared for and enabled to work as you prepare for change. More specifically we break down readiness into: Prepared, Enabled, Visibility and Care.

Readiness diagram

Watch a demo

With our platform, you get actionable people insights. See how it works, and why it’s the secret to organisational success.


Have the policies and procedures for changes been received and understood by all your people?

When making changes as a response to unforeseen circumstances, it’s important to ask yourself whether employees are aware of any policy changes. Have the necessary communications gone out? Do employees know where to access this information?

Secondly, it’s vital that employees know what changes need to be made in their everyday working practices in order to adapt to changes put in place. For example, if a working from home policy has been introduced, do they know what equipment is needed?

Finally, it’s essential that employees have been provided with all the information necessary in order to prepare for this change. Keeping your employees up to date with regular communication is a key factor to preparedness.



Are you taking practical steps to support your people during changes in working practices?

Enablement is key for employees to feel supported during this time of change. Ensuring the right tools and systems are in place for your employees to still remain productive is key. Have you made the necessary adjustments to fit the change in working practices?

Secondly, It’s important for people to remain collaborative and still feel part of a team during challenging times especially if employees are asked to work remotely. Are your teams still working well and helping one another?

Finally, when changes are introduced at a faster than usual rate, setting expectations for individual roles is crucial. Have employees been briefed on any adjustments in their roles?



Do your teams communicate and stay connected as they navigate change?

Transparency among teams is essential – employees should feel able to talk openly and transparently about any challenges they may face during a time of change and challenge.

Secondly, managers are vital when it comes to supporting individuals – are managers aware of the needs and challenges employees are facing and reacting appropriately to them?

Finally effective communication is essential and the flow shouldn’t be disrupted due to changes – is everyone getting timely and necessary information about changes or announcements?



Are you considering personal needs of your people and are managers actively supporting them?

Some employees may find it difficult to adapt to changes and challenges, therefore looking out for employee wellbeing is important. Are managers caring for employee’s wellbeing and being actively supportive?

Secondly, consideration is essential during challenging times – are managers showing consideration for personal situations and needs?

Finally, consistent connection between managers and employees is important during ongoing uncertainty – are managers consistently updating team members and able to answer important questions?


The Organisational Assessment Reports

Readiness Map

Our framework and reports will provide a heatmap assessment of your readiness as an organisation.

Find out more:

Faster, simpler surveys – get started for free 

You may also want to read…

7 Bell Yard

Tel: (+44) 0203 915 6200
Email: hello@qlearsite.com