The Power of Organizational Assessments – And Why Follow-Through is Everything

Mar 3, 2025

I am always blown away by the depth of conversations I get to have in such a short time. Last week, I started an organizational assessment process with a new client, and once again, I was reminded of how much insight can be uncovered when employees feel safe to share their experiences.

But here’s the challenge: It’s not always easy for staff to open up to HR. When employees don’t know who I am, what my intentions are, or—worse—if their comments will be used against them, trust isn’t automatic. Building that trust takes time and intentional effort.

Organizational Assessments Are Powerful Tools—But Only If You Follow Through

Organizations often invest in assessments to better understand their culture, employee engagement, and operational challenges. But conducting an assessment without follow-through can actually do more harm than good. Employees take the time to provide their insights, expecting that their voices will contribute to meaningful change. If leadership fails to communicate results, next steps, and tangible actions, frustration can build instead of trust.

Why Follow-Through Matters

  1. Employees Feel Heard – Assessments give employees a platform to share their concerns and experiences. But feeling heard isn't enough—seeing action is what builds trust.

  2. Uncovers Hidden Issues – A well-structured assessment can reveal underlying challenges that leadership may not have visibility into.

  3. Drives Strategic Change – Identifying patterns and themes allows organizations to make informed decisions that align with their long-term goals.

Keeping the Conversation Going

A successful assessment isn’t just about gathering data—it’s about what happens next. To make a real impact:

  • Share the results – Transparency is key. Summarize key findings and themes in a way that is meaningful to employees.

  • Communicate recommendations – Employees want to know that their feedback is being taken seriously and translated into action.

  • Outline next steps – Even if changes take time, providing updates on progress ensures employees remain engaged in the process.

I'm excited to see where this latest assessment leads—but I'm not the one in the driver’s seat. The real question isn’t just “What did we learn?” but “What are we going to do about it?”

If you're ready to take the next step and discover how an organizational assessment can drive real change in your business, let’s connect.

Here’s what my clients say about this approach:

"We recently had Emma in for an HR Assessment. From start to finish, the process was smooth, well-communicated, and put our people first. Emma listened to our workforce and incorporated both an expert lens and staff feedback when offering recommendations and tangible action items. The HR Assessment exceeded our expectations and was a valuable investment tailored to our business. Our team now looks forward to continuing to work with the Iris team monthly to help implement and improve HR practices, reduce risk, and stand out in the candidate market by being an employer of choice."
— Brian Waddell, Owner, Waddell Engineering Ltd.