HR & Organizational Assessments
Take the next step in your journey
Organizational Assessments for the Workplace
To start planning for a better tomorrow, get a clear picture of where you are today.
HR and organizational assessments serve as a powerful tool for viewing organizational trends both in the short-term to drive immediate decision-making and in the longer-term to shape strategic direction. As your partner, we focus on the intersection of organizational culture and Diversity, Equity, Inclusion, Belonging, and Accessibility (DEIBA).
Our analysis process combines in-depth data collection, process and policy review, and a deep dive into existing organizational strategy, values and mission. Working with subject matter experts, we identify potential gaps in the employee experience and determine the focus areas with the highest potential impact.
You know your organization better than anyone. Together, we’ll create an action-oriented strategy to move your team forward toward a more inclusive, engaged, and innovative future.
Our Process
Discover & Understand
Listening Tour
Include all employee voices and understand current dynamics through focus groups, small group and 1:1 interviews
Survey & Feedback
Quantitative and qualitative data analysis to identify areas of opportunity and develop high-impact recommendations
Analysis
Full organizational assessment with recommendations to develop a high-impact strategy for DEIBA & overall workplace culture goals
Strategize & Align
Prioritize
Establish alignment for an actionable culture & DEIBA roadmap, focused on high-impact initiatives through facilitated sessions and hands-on support and live work sessions
Action Plans
Create comprehensive action plan to support goals, including: KPIs and relevant metrics, timeline, owners, and communication strategies
Inclusive Implementation
Organize an inclusive and focused implementation group for initiative launch (e.g., staff committee, DEI committee, working group)
Measure & Act
Utilize Support & Coaching
Use targeted support and coaching to support ongoing work, addressing: roadblocks, challenges, and upskilling as needed
Monitor Key Metrics
Create a framework for ongoing conversations and develop education program based on overall strategy, with sustainable but rigorous cadence. Continue engaging team and stakeholders through feedback cycles
Iterate for Sustainability
Reassess milestone framework, strategy & action plan as progress continues for long-term sustainability.
Types of Organizational Assessments
Organizational Culture Assessments
Our organizational culture assessment comprehensively analyzes your organization's workplace culture through the employee experience, including engagement, leadership effectiveness, communication, and productivity. The process identifies existing gaps, strengths, and opportunities as you work toward fostering a culture of continuous growth and innovation, increased employee engagement and efficiency, and overall organizational success. We include voices from the entire organization through focus groups, interviews, and survey work for an effective and engaging process from start to finish.
Our assessments are essential for developing impactful strategies, shaping decision-making, and creating positive change. They center on a steadfast commitment to people-first values, deeply rooted in DEIBA principles, as your organization evolves.
Compensation Assessment and Philosophy
Compensation is one of the most important factors in the employee experience, directly impacting your ability to hire and retain the best talent. Developing an intentional framework will help you and your management team to eliminate guesswork, potential biases, and unnecessary back-and-forth, while building trust with new and existing employees and taking large strides toward an equitable workplace.
Through a formal audit, our team will analyze current practices and their impact on employees, identifying existing gaps in order to develop and refine standardized policies and practices that reflect your organization’s goals, strategy, and values. This process allows you to ensure consistency across the organization, benchmarked internally and externally by industry and size, and positioned within a percentile salary range that keeps you competitive. A thoughtfully designed framework is the foundation of a people-first culture that supports long-term success as the organization evolves.
Employee Engagement Survey
Assess your employees' perspectives, needs, and gain a better understanding of your overall employee experience through an engagement survey. Analyzing critical areas including satisfaction, belonging, career development, manager relationships, communication, and work-life balance, we gather quantitative and qualitative feedback from your team encompassing all phases of the employee life cycle. Our analysis surfaces the insights necessary to design impactful strategies that drive retention, engagement, productivity, and foster a people-first workplace culture.
Recruitment & Interview Process
Optimize your hiring practices with a recruitment and interview process assessment. This review ensures fairness, consistency, and effectiveness throughout the hiring journey, from job posting to offer acceptance. This organizational assessment will identify gaps in the candidate experience, potential biases, and opportunities to develop an increasingly diverse candidate pipeline.
Together, we’ll create a process based on your goals, strategy, and values, that helps you attract top talent, better your employer brand, and boost retention and satisfaction; ensuring both fairness and inclusivity in your hiring, securing the best talent for your organization.
Mission Statement, Organizational Values, Operating Principles
It’s more important than ever for organizations to make their commitments clear. Whether it’s attracting and retaining talent, customers, investors, or engaging with the wider community, people want to know what an organization stands for, what problem they seek to solve, and how they operate. A Glassdoor study found that 73% of all adults surveyed would not apply to a company unless its values aligned with their own personal values. Explaining what you do, and how you do it, impacts every stage of the customer and employee journey.
We work with teams of all sizes to create this foundation for an authentic and thriving workplace culture, either for the first time or reimaging them as your organization evolves. Engaging founders, leadership teams, and entire organizations through a facilitated process, we surface insights and distill a wide range of input.
Workplace Communications
Prioritize transparency, collaboration, and inclusivity by auditing your workplace communication strategies and practices. We review your communications processes, guidance, and collateral, ranging from emails to training materials, aiming to enhance and align them with your organization's objectives. Auditing these communications helps identify potential barriers, build more efficient and inclusive practices that boost collaboration, engagement, and overall success for your entire team.
Tangible Business Impact
According to a McKinsey & Company study, companies in the top quartile for ethnic and racial diversity are 36% more likely to have above-average financial returns
According to Glassdoor data from 2019, 53% of job seekers reported they would only apply to jobs that provided salary information
What Our Partners are Saying
We hired The Rise Journey because we wanted a smaller, more personalized service. Jessica and her team were very sensitive, thoughtful and responsive. They helped us to engage our staff in a way that’s meaningful for them.
I’d highly recommend The Rise Journey.
Rachel Potter
Managing Director
Climate Nexus
Through multi-level DEI training sessions led by SMEs of diverse backgrounds, members of our cohorts felt represented and left each session empowered. The Rise Journey team offered high-touch support and exemplified TRUE partnership. By providing us with post-session data, we were able to gain valuable information to inform our training strategy and ensure that our needs were surpassed.
We look forward to working with them again.
Julia Kortberg
Director of Programs
Venture for America
FAQs
-
Organizational development (OD) is a systematic approach to improving the effectiveness of an organization through a variety of approaches, strategies and interventions. By diagnosing organizational needs, developing strategic plans, implementing interventions, managing change, developing leadership, and continuously evaluating progress, org development helps organizations improve their workplace culture, adapt to challenges, and make a meaningful and sustainable impact for the organization.
-
Organizational development enables organizations to enhance performance, adapt to change, foster an engaging culture, and achieve strategic objectives by providing a systematic and planned approach to growth. By optimizing structures, processes, and systems, OD improves employee satisfaction, well-being and productivity, resulting in resilient organizations capable of thriving in an ever-changing business landscape.
-
Human Resources (HR) primarily focuses on managing the people-related functions within an organization, including: recruitment, hiring, compensation, benefits, employee relations, and compliance with labor laws. HR leads the organization's efforts in cultivating the right talent and resources to meet its immediate and short-term needs. Organizational Development (OD) has a broader focus on the overall health and effectiveness of the organization, with the goal of improving its structures, processes, and performance for cultural transformation. Focused on long-term goals, future growth, and interventions required to achieve those goals, OD facilitates organizational change initiatives and aligns senior leaders on strategies for overall people operations and human capital development.
-
The primary goal of organizational development (OD) is to improve the overall effectiveness and performance of an organization. OD focuses on enhancing various aspects of the organization, such as its structures, processes, systems, culture, and people, to achieve desired outcomes. The specific goals of organizational development may vary depending on the organization's unique needs and circumstances.
