Analytics & Assessments
People & Change Analytics & Assessments | Grounded in Research; Powered by Practicality
Garnet Partners offers several analytics and assessments that help leaders understand their organizational health andmore effectively lead their teams through times of change, transition, and uncertainty.
why our assessments work
Today’s rapid pace of unrelenting change requires modern, data-driven solutions and proven frameworks. 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 upskilling, 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 (did you know that recent research confirms that your most engaged employees are often your most burned out and least ready to change?)
As an early warning system for change fatigue and retention challenges
Change Readiness & Agility
REPLACE WITH A SUB HEADER FOR CONSISTENCY?
In today’s labor market, workforce expectations shift overnight, skill gaps continue to wide, 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.
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 reliably represent “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 to change agility
5 free text questions soliciting feedback on the primary accelerators of change agility
Department, division, or enterprise-wide
10-15 minutes
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Overall change readiness plus six symptoms that impede business performance and returns on investment:
Frustration – how easy it is for employees to get things done
Withdrawal – “Quiet Quitting” – physically here, but psychologically elsewhere
Morale – a measure of stress and anxiety (or lack thereof) in the organization
Motivation – personal initiative and willingness of employees to take on “more
Conflict – healthy and productive debate and team dynamics
Turnover – “Flight Risk” – employee base who would prefer to leave the organization
Net Opinion Scores on free-text questions regarding the key drivers of change readiness: 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 (Tableau, PowerBI, Google, Qlik, etc.)
Free text responses analyzed via AI, summarized into key themes, and delivered as anonymized comments
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12 Likert-scale questions to assess challenges
Department, division, or enterprise-wide
10-15 minutes
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Uses World Health Organization (WHO)’s definition of burnout to measure:
Exhaustion - “I’ve got nothing left…”
Efficacy - “I don’t make a difference
Cynicism - “Things aren’t great and won’t get better…”
Net Opinion Scores 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 (Table, PowerBI, Google, Qlik, etc.)
Organizational Burnout
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.
Burnout is 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.
Individual Change Response Styles
SUB-Header?
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.
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12 Likert-scale questions to assess challenges
Department, division, or enterprise-wide
10-15 minutes
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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
Relatedness – 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
Can we either use the change readiness questions or development something to help identify specifics that people associate with the culture? Let’s discuss
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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.)
The Four Forces of Organization Culture
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Unlike many culture assessments that produce generic personality labels or high-level sentiment scores, this tool provides actionable insight that directly correlate with performance, engagement, workplace attachment, and change readiness. By pinpointing the specific cultural forces that either accelerate or undermine business initiatives, it gives leaders a clear roadmap to invest in programs that address root issues, anticipate where resistance will surface, and effectively strengthen alignment across the organization. With this assessment, you begin with clarity — ensuring every cultural initiative is grounded in data, focused on impact, and tailored to what your workforce truly needs.
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.
Direct-to-client: We offer comprehensive deployment and analysis to leaders who want to deploy one or more of
our assessments to their organizations.
Licensing for independent consultants and change management experts: 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.
B2B and subcontracting: We are honored to support consulting firms, venture capitalists, and private equity firms in their initiatives and business ventures.