What is Organisational Fitness?
Organisational Fitness is a way of measuring your organisation’s performance. This framework gives you specific metrics for every area of your business and culture, linking them to growth, profit and customer NPS.
It doesn’t matter how complex the topic is. Organisational Fitness can track everything from inclusion and communication, to leadership and motivation. The ultimate goal is to make sure your people strategy is solid and that your entire company is driven and united behind it.
Qlearsite’s approach to improving organizational performance is focused on providing a sustainable methodology for continuous improvement. This means that instead of providing short-term solutions, their approach is designed to help organizations develop strategies and processes that can be implemented over the long term to consistently improve their performance. This is achieved through a combination of tools that help organizations identify areas for improvement and develop actionable plans to address them. This approach can help organizations improve their efficiency, productivity, and overall effectiveness, ultimately leading to better performance and long-term success.
Organisational Fitness Score
The indicators are used together to measure the overall fitness of an organisation via the Organisational Fitness score. The Organisational Fitness score is essentially a general score for your organisation. Working with the Insights module, you will be able to view the Organisational Fitness score from a variety of filters. At the hierarchy or department level, you may find that Organisational Fitness score varies. Comparing departmental scores, and how departments score compared to the organisation is a common way to monitor Organisational Fitness.
These indicators are scored as a percentage value, with a higher percentage indicating a stronger performance in that particular area. By analysing the scores for these indicators, organizations can identify areas where they are performing well and areas where they need to improve. This information is used to develop strategies. Such work might include implementing changes to improve overall organizational performance.
Value Drivers and Organisational Levers
The framework can also show scores to improve upon across a whole range of indicators across the Organisational Fitness matrix. These groupings are the Value Drivers and Organisational Levers.
Comparing departments, and monitoring trends at the higher-order view of Value Drivers and Organisational Levers may be informative. These views are less granular compared to the individual indicators, but they can provide insights. Many organizations find it useful to compare the performance of different departments using the Organisational Fitness matrix. This can provide a holistic view of how the departments are performing across different areas of the business. This could be the organisation’s culture, leadership, communication, or collaborative environment.
By comparing the matrix views for each department, an organization can identify areas where one department may be outperforming another. Smart organisations can take the necessary steps to learn from and replicate their successes. As a result, this can help the organization improve its overall performance and achieve its goals more effectively. The Actions feature is useful for this task.
Value Drivers
Vertically arranged in the Organisational Fitness matrix indicators are the Value Drivers. These are: Governance, Enablement, Agility and Visibility. The Value Drivers are elements of your strategy that promote growth and performance. These clusters of attributes help identify how your organisation competes and develops its strengths.
Governance
Governance concerns standards. These are set by the organisation at the highest levels. These standards are reflected in everyday working lives.
This Value Driver sets the tone for the organization’s culture and helps ensure that everyone is working towards the same goals and values. The Governance indicators, Inclusion, Decision Making, Purpose & Values, and Experience, can help an organization assess how well its governance practices are being reflected in everyday work and decision making. By regularly monitoring and reviewing these indicators, an organization can identify areas for improvement and take action to ensure that its governance practices are effective and aligned with its goals and values. This can help the organization maintain a strong and healthy culture, improve decision making and performance. Good governance scores are highly reflective of an organisation that sets and, ultimately achieve its goals.
Enablement
Enablement refers to the support and resources that are provided to individual teams to help them do their job effectively. This can include things like collaboration tools, access to training and support, and clear roles and responsibilities. The enablement Value Driver includes the indicators Collaboration, Tools, Support, and Role Fit. These drivers can be used to assess how well an organization is enabling its teams to work efficiently and effectively.
By regularly monitoring and reviewing these indicators, an organization can identify areas where teams may be struggling and provide additional support or resources. This helps them to be successful. This can help teams feel more empowered and capable, leading to improved performance and better outcomes for the organization.
Agility
The Agility Value Driver measures an organization’s ability to adapt and respond to changing circumstances and challenges. It is composed of the indicators Innovation, Knowledge, Customer, and Empowerment. These can be used to assess how well an organization is able to innovate, learn and adapt, and provide a great customer experience.
By regularly monitoring and reviewing these indicators, an organization can identify areas where it may be lacking in agility and take steps to improve. This can include things like investing in employee training and development, encouraging innovation and experimentation, and promoting a customer-focused culture. By building agility into its operations, an organization can become more resilient and better able to respond to new opportunities and challenges, leading to improved performance and long-term success.
Visibility
The Visibility Value Driver refers to an organization’s ability to share information and foster connections among its employees. It is made up of the indicators Transparency, Communication, Leadership, and Listening. These can be used to assess how well an organization is promoting open and effective communication, and providing opportunities for employees to connect and collaborate.
Consistently checking and reviewing these indicators can help identify areas where it may be lacking in visibility and take steps to improve. This can include things like: implementing transparent and inclusive communication practices, promoting strong and effective leadership, and encouraging employees to listen to and learn from one another. By improving visibility within the organization, employees can stay connected, informed, and aligned with the organization’s goals and values, leading to improved performance and better outcomes for the organization.
Organisational Levers
Qlearsite finds that the horizontally arranged Organisation Levers are the most indicative components of the organisation model. These groups of indicators help guide the way to structure change initiatives and identify strengths in your organisation. The Organisation Levers are composed of Culture, Process, Behaviours and Talent.
Culture
Culture refers to the shared values, beliefs, and practices that shape an organization’s identity and the way its employees work and interact. It is the collective “personality” of the organization and reflects its unique history, goals, and values. The Culture organizational lever includes the indicators Inclusion, Collaboration, Innovation, and Transparency. These can be used to assess the strength and health of an organization’s culture.
Monitoring and reviewing these indicators regularly helps an organization identify areas where its culture may be lacking or may need improvement. This knowledge informs you where you can take action to address these issues. This can include things like promoting diversity and inclusion, improving communication and collaboration, encouraging innovation and experimentation, and promoting transparency and open communication. By fostering a strong and healthy culture, an organization can create a positive and supportive work environment, leading to improved performance and better outcomes for the organization and its employees.
Culture captures your organisation’s collective ways of working and the social standards of your people. The Culture Organisational Lever contains the indicators Inclusion, Collaboration, Innovation and Transparency.
Process
The Process Organizational Lever measures an organisation’s efficiency and effectiveness in its processes and procedures. Process includes the indicators Decision Making, Tools, Knowledge, and Communication. These are used to assess how well an organisation’s processes are aligned with its goals and values, and how well they support its employees in doing their job effectively.
By consistently monitoring and reviewing these indicators, an organization can identify areas where its processes may be inefficient or ineffective, and can take steps to improve them. This can include things like streamlining processes, providing better tools and resources, offering training and support, and clarifying roles and responsibilities. By improving its processes, an organization can become more efficient, productive, and effective, leading to better performance and better outcomes for the organization and its employees.
Behaviours
Behaviours refer to the actions and conduct of an organization’s employees on a daily basis. They are the manifestation of an organization’s culture and values, and can have a significant impact on its performance and success.
The behaviours organizational lever includes the indicators Purpose and Values, Support, Customer, and Leadership. These indicators can be used to assess how well an organization’s employees are aligned with its goals and values, and how well they are supporting its mission and vision. By regularly monitoring and reviewing these indicators, an organization can identify areas where employees may be behaving in ways that are not aligned with its goals and values. With this information, organisational strategies can be devised. This can include things like providing training and development opportunities, promoting a culture of innovation and learning, and fostering a customer-focused approach. By promoting positive behaviours, an organization can improve its performance and achieve its goals more effectively.
Talent
The Talent Organisational Lever measures an organization’s ability to foster, develop, and retain talented employees. It includes the indicators Experience, Role Fit, Empowerment, and Listening. These may be used to assess how well an organisation is encouraging a supportive and inclusive work environment that promotes employee growth and development.
Continuously monitoring and reviewing these indicators is recommended. An organization can next identify areas where it may be lacking in its talent management efforts, and can take steps to improve. This can include things like implementing transparent and inclusive communication practices, promoting strong and effective leadership, and encouraging employees to share their ideas and feedback. By investing in the growth and development of its employees, an organization can build a strong and capable workforce, leading to improved performance and better outcomes for the organization.
Organisational Fitness Indicators
Discrete insights about your organisation are found at the Indicator level.
Basically, each organisation then has a systematic path to improving the business KPIs by making meaningful changes to their people model. You can do this by building on strengths, or prioritising investment in lower scoring indicators.
Once an organization has a baseline measurement of its 16 organizational fitness indicators, it can use this information to identify areas where it may be struggling or underperforming. This may include indicators that are scoring low, or that have shown a significant decline from one survey to the next. Qlearsite recommends exploring these low-scoring indicators in more detail to understand the underlying causes and to identify potential solutions. This can include conducting additional research or analysis, gathering feedback and input from employees, and implementing action plans to address the identified issues. By focusing on improving its low-scoring indicators, an organization can improve its overall performance and achieve its goals more effectively.
Each Organisational Fitness indicator has an associated Deep Dive survey template associated with it, that will drive your insights. See links in the descriptions below for more information about each Deep Dive survey.
Organisational Fitness question sets are included in the Organisational Fitness Scan survey template. The Engagement Scan survey template and the Insight Scan survey template.
Each individual indicator is described briefly below. More information is also available in the links provided.
Inclusion
The Inclusion indicator is a measure of how well an organization is fostering a fair and accessible workplace for its employees. A high score on this indicator indicates that employees feel included and valued in the workplace, and that they are able to participate and contribute fully to the organization’s activities. This can lead to increased engagement and motivation among employees, as well as improved performance and productivity.
To improve their score on this indicator, organizations can focus on creating a workplace culture that is inclusive and supportive of all employees. This can be achieved through activities such as promoting diversity and inclusion, providing training and support to employees, and regularly soliciting feedback from employees. This information empowers your organisation to identify and address any issues related to inclusion.
Find out more about Inclusion Scores
Learn about the Inclusion Deep Dive Survey
Collaboration
Collaboration indicates how well your organization is able to facilitate cooperative working among teams and employees. It reflects the effectiveness of your structure, processes, and culture in enabling employees to work together and achieve common goals. A high level of collaboration indicates a strong, supportive environment where employees are able to collaborate and share ideas, resources, and knowledge to drive business success.
Find out more about Collaboration Scores
Learn about the Collaboration Deep Dive Survey
Innovation
Innovation refers to the process of creating new ideas and methods that can be used to improve an organization’s products, services, and operations. It can include the adoption of new technologies, the encouragement of creativity and experimentation, and the support of ideas and initiatives that drive business growth and evolution. A high level of innovation indicates that an organization is flexible and adaptable, and is able to respond to changing market conditions and customer needs.
It also suggests that the organization is focused on continuous improvement. Such an organisation is committed to driving growth and progress. By fostering a culture of innovation, an organization can stay ahead of the competition, improve its performance, and achieve its goals more effectively.
Find out more about the Innovation Score
Learn more about the Innovation Deep Dive Survey
Transparency
Transparency refers to the degree to which an organization is open and honest in its communication and decision making. It can include factors such as the availability of information, the level of communication and feedback, and the degree of accountability and responsibility within the organization.
A high level of transparency indicates that an organization is committed to fostering a culture of trust and openness. In an organisation like this, employees feel empowered to share their ideas and concerns, and where success and failure are openly discussed and used as learning opportunities. By promoting transparency, an organization can build trust and credibility with its employees, customers, and other stakeholders, and can create a more positive and supportive work environment. This can lead to improved performance and better outcomes for the organization.
Find out more about the Transparency Score
Learn more about the Transparency Deep Dive Survey
Decision Making
The Decision Making indicator is a measure of how consistently and aligned your organization’s decision making processes are perceived by employees. This can include factors such as the clarity and transparency of decision making criteria, the involvement of employees in the decision making process, and the level of support and resources available for implementing decisions. A high level of decision making indicates a strong, cohesive organization where employees are confident in the direction and priorities of the organization, and are able to contribute to and support decision making processes.
Find out more about the Decision Making Score
Learn more about the Decision Making Deep Dive Survey
Tools
The Tools indicator is a measure of how well your organization’s systems and technology are perceived by employees in terms of effectiveness, efficiency, and user-friendliness. This can include factors such as the availability and functionality of tools and systems, the level of training and support provided, and the alignment of these tools with the needs and goals of the organization. A high level of tools indicates a well-equipped and supported organization where employees have the resources and support they need to perform their roles effectively and efficiently.
Find out more about the Tools Score
Learn more about the Tools Deep Dive Survey
Knowledge
The Knowledge indicator is a measure of how well your organization values sharing information and providing training to its employees. This can include factors such as the availability and accessibility of resources and learning opportunities, the support and encouragement of continuous learning and development, and the recognition and reward of employees who share their knowledge and expertise with others. A high level of knowledge indicates a culture of learning and growth, where employees are able to access the resources and support they need to develop their skills and knowledge. In organisation like this, sharing and collaboration are valued and encouraged.
Find out more about the Knowledge Score
Learn more about the Knowledge Deep Dive Survey
Communication
The Communication indicator is a measure of how well your organization communicates its targets, strategy, and vision to its employees. This can include factors such as the clarity and consistency of messaging, the availability of channels and forums for communication, and the level of engagement and feedback from employees. A high level of communication indicates a clear and aligned organization where employees understand the goals and direction of the organization, and are able to contribute to and support its success.
Find out more about the Communication Score
Learn more about the Communication Deep Dive Survey
Purpose & Values
The Purpose & Values indicator is a key component of the Organisational Fitness framework. This indicator is designed to measure how well an organization’s purpose and values are reflected in its working practices. A high score on this indicator indicates that an organization’s purpose and values are effectively integrated into its daily operations and decision-making processes. This can lead to a number of benefits, including increased motivation and engagement among employees, better alignment of business activities with organizational goals, and improved overall performance.
To improve their score on this indicator, organizations can focus on ensuring that their purpose and values are clearly communicated and consistently upheld throughout the organization. This can be achieved through activities such as regularly reviewing and reinforcing these principles, providing training and support to employees, and aligning business processes and decisions with the organization’s purpose and values.
Find out more about the Purpose & Values Score
Learn more about the Purpose & Values Deep Dive Survey
Support
The Support indicator is a measure of how well your organization’s management and functional teams are perceived by employees in terms of their ability to provide support and guidance. This can include factors such as the availability and responsiveness of management and functional teams, the level of expertise and knowledge they possess, and the effectiveness of their support and guidance in helping employees achieve their goals and objectives. A high level of support indicates a strong and supportive organization where employees feel supported and empowered to perform at their best.
Find out more about the Support Score
Learn more about the Support Deep Dive Survey
Customer
The Customer indicator is a measure of how well your organization is perceived by its employees to deliver service and value to customers. This includes factors such as the quality of products and services, the level of customer satisfaction and engagement. Moreover the alignment of customer needs and expectations with the organization’s goals and strategies are important. A high level of customer focus indicates an organization that prioritizes customer needs and experiences. Significantly, such a business is able to deliver value and satisfaction consistently and effectively.
Find out more about the Customer Score
Learn more about the Customer Deep Dive Survey
Leadership
The Leadership indicator measures how well your leadership team is perceived by employees in terms of their presence and accountability. This can include factors such as the accessibility and visibility of leadership. These items correspond to the effectiveness of communication and decision making, and the level of support and guidance provided to employees. A high level of leadership indicates a strong, engaged, and accountable leadership team in the organisation. Specifically such a leadership team is able to inspire and guide employees towards achieving organizational goals and objectives.
Find out more about the Leadership Score
Learn more about the Leadership Deep Dive Survey
Experience
The Experience indicator instructs how your employees feel people at your organisation are well treated and rewarded fairly.
This is is a measure of how well your organization is perceived by its employees in terms of its ability to provide a positive and rewarding work experience. This can include factors such as the level of support and resources provided, the fairness and equity of rewards and recognition, and the alignment of employee needs and expectations with the organization’s goals and values. A high level of experience indicates an organization that values and supports its employees, and is able to provide a positive and fulfilling work environment.
Find out more about the Experience Score
Learn more about the Experience Deep Dive Survey
Role Fit
The Role Fit indicator measures how well employees feel they are suited to their roles. This can include factors such as the alignment of employee skills and interests with the requirements of their roles. It also means the availability of training and development opportunities, and the level of support and guidance provided to help employees succeed. A high Role Fit score indicates an organization that matches employees with roles that are well suited to their abilities and interests. It also indicates that your organisation provides the support and resources needed for them to thrive and excel.
Find out more about the Role Fit Score
Learn more about the Role Fit Deep Dive Survey
Empowerment
The Empowerment indicator is a measure of how well employees feel empowered to take appropriate actions in the workplace. The availability of decision making opportunities and the level of trust and autonomy provided are indicated by the Empowerment score. The support and resources available for employees to take action and drive results in such an organisation. A high level of empowerment indicates an organization that is able to provide employees with the freedom and responsibility. Additionally, your team feels they get the support they need to take ownership of their work. This helps to drive business success.
Find out more about the Empowerment Score
Learn more about the Empowerment Deep Dive Survey
Listening
The Listening indicator is a measure of how well employees feel heard and respected by their organization. This can include factors such as the availability of channels and forums for communication. Additionally, the responsiveness and support provided to employee concerns and feedback, and the level of recognition and reward for employee contributions are important. A high level of listening indicates an organization that values and prioritizes employee input and feedback. Consequently, an organisation like this is able to create a culture of trust and respect where employees feel heard and valued.
