Qlearsite’s Organisational Fitness Framework

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. Successful organisations use Organisational Fitness to form solid people strategies that unite and drive the entire company.

Qlearsite’s approach to improving organizational performance provides a sustainable methodology for continuous improvement. Instead of providing short-term solutions, this approach helps organizations develop strategies and processes over the long term to consistently improve their performance. Using a combination of tools that identify areas for improvement, Organisational Fitness helps you to take action.  This targeted approach can help organizations improve their efficiency, productivity, and overall effectiveness, ultimately leading to better performance and long-term success.

Organisational Fitness

Organisational Fitness Score

An average of all 16 indicators forms the Organisational Fitness score. The Organisational Fitness score is therefore 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, or lenses. For instance, 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. 

By analysing the scores for each of 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 and implement 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. 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, such as culture, leadership, communication, and collaboration.

By comparing the matrix views for each department, an organization can identify areas where one department may be outperforming another, and can take steps to learn from and replicate their success. 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 set by the organisation at the highest level and how they 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 are: Inclusion, Decision Making, Purpose & Values, and Experience. 

This data measures how your governance practices are 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, 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, which 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 to help them 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, which 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, which 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 important 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, Communication, Innovation, and Transparency, which 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, Communication, Innovation and Transparency

Process

The Process Organizational Lever measures an organisation’s efficiency and effectiveness in its processes and procedures. It includes the indicators Collaboration, Tools, Support, and Role Fit, which can be 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 Innovation, Knowledge, Customer, and Empowerment, which 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, and can take steps to address these issues. 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 Transparency, Communication, Leadership, and Listening, which can 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 so that an organization can 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

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, but more information is 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 to identify and address any issues related to inclusion.

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.

Collaboration Score

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 and 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.

Innovation score

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, where 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.

Transparency in Organisational Fitness

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.

Decision Making

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.

Tools score

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, and where sharing and collaboration are valued and encouraged.

Organisational Fitness Knowledge

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.

Communication Score

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.

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.

Organisational Fitness Support Dimension

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 in terms of its ability to deliver service and value to customers. This can include factors such as the quality of products and services, the level of customer satisfaction and engagement, and the alignment of customer needs and expectations with the organization’s goals and strategies. A high level of customer focus indicates an organization that prioritizes customer needs and experiences, and is able to deliver value and satisfaction consistently and effectively.

Customer Score

Find out more about the Customer Score

Learn more about the Customer Deep Dive Survey

Leadership –

The Leadership indicator is a measure of how well your organization’s 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, 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 that is able to inspire and guide employees towards achieving organizational goals and objectives.

Leadership organisational fitness

Find out more about the Leadership Score

Learn more about the Leadership Deep Dive Survey

Experience –

Learn more about how your employees feel people at your organisation are well treated and rewarded fairly with the Experience indicator. 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.

Experience Organisational Fitness

Find out more about the Experience Score

Learn more about the Experience Deep Dive Survey

Role Fit –

The Role Fit indicator is a measure of how well employees feel they are suited to their roles within your organization. This can include factors such as the alignment of employee skills and interests with the requirements of their roles, the availability of training and development opportunities, and the level of support and guidance provided to help employees succeed. A high level of role fit indicates an organization that is able to match employees with roles that are well suited to their abilities and interests, and provide the support and resources needed for them to thrive and excel.

Organisational Role Fit

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. This can include factors such as the availability of decision making opportunities, the level of trust and autonomy provided, and the support and resources available for employees to take action and drive results. A high level of empowerment indicates an organization that is able to provide employees with the freedom, responsibility, and support they need to take ownership of their work and drive business success.

Organisational fitness Empowerment

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, the responsiveness and support provided to employee concerns and feedback, and the level of recognition and reward for employee contributions. A high level of listening indicates an organization that values and prioritizes employee input and feedback, and is able to create a culture of trust and respect where employees feel heard and valued.

Listening Score

Find out more about the Listening Score

Learn more about the Listening Deep Dive Survey