Analytics & Assessments
Grounded in Research; Powered by Practicality
In today’s labor market, workforce expectations shift overnight, skill gaps continue to widen, and employee recruitment and retention hinges on agility, flexibility, and individual development. Organizations can no longer afford to navigate change by gut instinct. Leaders need a clear, data-driven, and evidence-based window into organizational health - one that can build future change resilience while uncovering existing readiness challenges.
Garnet Partners offers several analytics and assessments that help leaders understand their organizational health and more effectively lead their teams through times of change, transition, and uncertainty.
why our assessments work
Our tools and products are built on decades of research in the areas of neuroscience, attachment theory, and behavioral psychology. As such, we offer clients a root-cause analysis of the accelerators and challenges that drive truly sustainable organizational health and resilient workforces. Moreover, our question banks undergo regular peer review and statistical validation, so you can be confident that we are measuring what matters – quantitatively, reliably, and free from the inherent biases that plague more one-dimensional surveys.
WHen should i think about a people & change assessment?
Our assessments offer insights and context for a wide variety of scenarios, with many clients tracking their organizational health on an annual basis.
Organizational restructuring, mergers and acquisitions, and culture transformations
Major business transformations and technology implementations (e.g., ERP, CRM, EHR, and AI tools)
Process design and workflow standardization
Workforce up-skilling, talent development, and job architecture & mobility initiatives
Leadership coaching and manager training & development
Strategic planning, strategy execution, and engaging Boards of Directors
As a complement to annual engagement surveys and other people metrics
As an early warning system for change fatigue and retention challenges
Did you know?
Recent research confirms that your most engaged employees are often your most burned out and least ready to change.
Change Readiness & Agility
When you need to know if the runway is clear before takeoff…
Our tool quantifies the strength of your organizational resilience and team dynamics, identifies pockets of resilience or disengagement, and anticipates where confidence and commitment may falter. It is rigorously and statistically validated to uncover “beneath the surface” behaviors that can subtly undermine change. This understanding helps prevent costly project delays, reduce turnover risk, and ensure your workforce is aligned, adaptable, and primed to thrive — turning uncertainty into competitive advantage.
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14 Likert-scale questions to assess challenges and barriers
5 free text questions soliciting feedback on change accelerators
Department, division, or enterprise-wide
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Overall change readiness plus six symptoms that impede business performance and ROI:
Frustration – how easy it is to get things done
Withdrawal – “Quiet Quitting” – physically here, but psychologically elsewhere
Morale – stress and anxiety (or lack thereof) in the organization
Motivation – initiative and willingness to take on “more”
Conflict – healthy and productive debate and team dynamics
Turnover – “Flight Risk” – employee base who would prefer to leave the organization
Sentiment Analysis on the key accelerators: Leadership, Communication, Bandwidth, Teamwork, and Influence
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Report with metrics, key themes, and takeaways suitable for leadership consumption
Results delivered in a format suitable for established enterprise data visualization tools
Thematic Analysis on free text responses; raw inputs delivered as anonymized comments
Organizational Burnout
When you want to know if Your Team is Running on Fumes…
Organizational burnout continues to be a multi-million-dollar problem, even for mid-size employers. It represents nearly half of costly turnover and impedes benefits and financial returns of strategic initiatives. More generally, it impacts employees’ ability to productively navigate even minor challenges.
The World Health Organization (WHO) defines burnout as an organizational syndrome that originates from chronic and persistent workplace stress, not simply and individual or medical condition. As such, it is challenging to address burnout without understanding its complexity. With a data-driven picture, leaders can confidently develop targeted interventions that make meaningful improvements in key business performance indicators.
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12 Likert-scale questions to assess challenges
Optional free text questions
Department, division, or enterprise-wide
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Exhaustion - “I’ve got nothing left…”
Efficacy - “I don’t make a difference…”
Cynicism - “Things aren’t great and won’t get better…”
Plus Sentiment Analysis on free text questions seeking input about connection, teamwork, and optimism for the future
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Report with metrics, key themes, and takeaways suitable for leadership consumption
Results delivered in a format suitable for established enterprise data visualization tools
The Culture CURV
When you Need to know what’s holding your Team together…
Most organizations don’t need a cultural transformation — they need cultural clarity.
Culture CURV helps leaders pinpoint what’s strengthening (or straining) their culture across Commitment, Unity, Relationships, and Visibility. It’s the fastest way to surface hidden cultural risk, align leadership around what’s really happening, and build action plans that improve retention, collaboration, and execution — especially during growth, change, or integration.
Unlike many culture assessments that produce generic personality labels or high-level sentiment scores, this tool provides actionable insight that directly correlates with performance, engagement, workplace attachment, and change readiness.
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12 Likert-scale questions for quantitative metrics
Free-text questions for qualitative feedback
Best for large departments or enterprises
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Measures the Four Forces of Organizational Culture:
Commitment – buy-in or dedication to the organizations mission, vision, and values
Unity – the strength of a singular culture versus a variety of micro-cultures
Relationships – employees’ trust and confidence that they’ll be supported
Visibility – the prominence or obvious presence of a culture within an organization
Free text questions to uncover common attachments and descriptors of your culture
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Report with metrics, key themes, and takeaways suitable for leadership consumption
Results delivered in a format suitable for established enterprise data visualization tools (Tableau, PowerBI, Google, Qlik, etc.)
Thematic Analysis on cultural attachments and descriptors
Individual Change Response Styles
When you need to understand and lead your team through change…
A CRS describes how a person connects to and relates to others during times of change and transition within the workplace. There is no “right” or “wrong” CRS; each has unique attributes that help and hinder change adoption. Leaders can apply these styles to better lead their teams through change, adapt project plans and strategies, and mitigate execution risk.
Individuals can take the assessment at their leisure and receive a detailed individual report with their results and helpful guidance for applying their results and interacting with other response styles.
To learn more and discover yours, go to: ChangeResponseStyle.com.
Let’s Get Started
We are proud to offer our solutions to a variety of partners and clients. For more information and to get started, contact us.
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We offer comprehensive deployment and analysis to leaders who want to deploy one or more of our assessments to their organizations.
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Enhance your client experience by using our data-driven tools to inform and complement a variety of methodologies and frameworks for change management, business readiness, project planning, and strategic planning.
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We are honored to support consulting firms, venture capitalists, and private equity firms in their initiatives and business ventures.