An organizational health diagnostic (OHB) survey and an engagement survey both aim to assess the state of a company’s workforce, but they serve distinct purposes and provide different types of insights. While an engagement survey often focuses on measuring employee satisfaction, motivation, and loyalty—commonly captured through metrics like eNPS (Employee Net Promoter Score)—an OHB survey offers a deeper, broader perspective.
Here’s how an OHB survey differs and why it’s a powerful tool for organizations aiming for long-term success:
1. Comprehensive View of Organizational Dynamics
- An OHB survey goes beyond the surface of employee satisfaction to explore key areas like performance management, organizational design, communication effectiveness, and workplace culture.
- While engagement surveys may highlight how employees feel about their work environment, an OHB survey captures how systems, processes, and leadership dynamics influence overall organizational performance and employee well-being.
Example: An engagement survey might tell you that employees feel disengaged, but an OHB survey can reveal whether unclear role expectations or inefficient decision-making processes are contributing factors:
2. Actionable Insights for Targeted Improvement
- OHB surveys provide detailed, diagnostic data that enable organizations to pinpoint specific areas of improvement and take immediate action.
- For instance, if an OHB survey shows a low score in leadership alignment, this could highlight the need for more consistent communication of strategic priorities across the management team.
Example: Rather than a generic insight like "employees are disengaged," an OHB survey might identify that teams lack clarity on how their roles connect to company goals, prompting actionable steps like improved manager training or team alignment sessions.
3. Focus on Organizational Systems, Not Just Individuals
- Engagement surveys primarily capture individual sentiment, but OHB surveys examine how organizational structures and processes impact the workforce as a whole.
- By addressing systemic issues—such as inefficient workflows or lack of cross-functional collaboration—organizations can create an environment where employees can thrive.
Example: An OHB survey might reveal that unclear decision-making processes are causing bottlenecks, enabling leaders to implement streamlined approval workflows.
4. Enhancing Retention and Recruitment Efforts
- By addressing both individual and systemic challenges, OHB surveys help organizations create a workplace where employees feel valued and supported.
- This leads to higher retention, better employer branding, and improved recruitment as employees share their positive experiences.
Example: Insights from an OHB survey might lead to the development of initiatives like leadership coaching programs or flexible work policies, both of which enhance the employee experience and attract top talent.
5. Building a Stronger Workplace Culture
- A well-executed OHB survey allows organizations to identify opportunities to create a more inclusive, collaborative, and transparent culture.
- By addressing employee concerns and aligning leadership with organizational values, OHB surveys help foster a sense of community and trust.
Example: If the survey highlights gaps in communication between employees and leadership, organizations can implement feedback loops or town hall meetings to bridge the divide.
Why It Matters:
While engagement surveys are valuable for understanding how employees feel, an organizational health diagnostic survey provides a roadmap for meaningful change. By diagnosing root causes and focusing on the bigger picture, OHB surveys empower leaders to align their workforce with strategic goals, improve organizational systems, and foster long-term success.
Common Questions an OHB Survey Can Answer:
- Are your most knowledgeable and influential employees positioned in leadership roles?
- Do department heads have the trust and confidence of their teams?
- Is effective communication taking place between the right departments?
- Are there identifiable patterns in systems or processes contributing to employee disengagement?
- Do the most internally influential departments align with those showing high employee satisfaction, or is the opposite true?
- Are certain departments, locations, or demographics showing significantly higher or lower levels of engagement?
- What recurring patterns emerge in employee feedback, and how can they inform strategic decisions?
In summary, an OHB survey isn’t just about knowing how employees feel—it’s about understanding the "why" behind those feelings and addressing the underlying organizational factors that impact engagement, performance, and culture. This data-driven approach ensures that organizations can build a healthier, more sustainable future for both their employees and the business.
