Employee engagement & culture diagnostic

What it works from

• Org data, role documentation or headcount exports
• Your own design principles or planning assumptions

What you get back

• A role-level view of the organisation in scope with the reasoning attached
• A roll-up for leadership at the level you report at

Why this is expensive by hand

Work on the organisation in scope normally means pulling org data, role documentation and headcount exports together by hand, then applying a standard that only exists in the head of whoever is doing it. In practice it shows up as structural decisions with evidence: show the role-level basis for a design or headcount decision instead of defending a judgement call. It is the kind of work that decides whether a recommendation survives scrutiny — and the kind that quietly eats 2–3 weeks of senior time whenever it comes round.

How this Skill produces it

Here the same job runs as a Skill. Your material goes in; a role-level view of the organisation in scope with the reasoning attached comes out, alongside a roll-up for leadership at the level you report at. The criteria, ordering and review points that make the answer trustworthy are encoded in the Skill itself — which is the difference between a structured method and a prompt someone pastes in. Net effect: 2–3 weeks down to ~40 minutes, no drift between runs, and every conclusion traceable back to the evidence behind it.