How to Measure, Track and Improve Organizational Health

Organizations spend vast resources monitoring financial statements, sales pipelines, and product KPIs in hopes of optimizing performance and profits. However, one critical area often gets overlooked – organizational health.  While leadership focuses on smart strategies, marketing tactics, and financial metrics, they often don’t know how to quantify or measure if their organization is “healthy.” 

Why Organizational Health Trumps All Other Metrics

Traditional business metrics — revenue growth, market share, and profit margins — give an incomplete picture. They measure the ‘what’ but not the ‘how.’ Organizational health fills this gap by focusing on internal processes and people-centric metrics that ultimately drive the ‘what.’ Research suggests that companies that prioritize organizational health outperform their peers in the long term, offering a genuine competitive advantage.

 Unhealthy organizations display symptoms like poor employee engagement, high turnover, siloed teams, inefficient processes, and lack of innovation. These stem from cultural, systemic, and leadership issues that manifest as poor health. 

One often-overlooked symptom is the tendency for employees to hide bad news, causing leaders to remain uninformed about problems percolating within the organization. This information obfuscation usually stems from a culture of fear and protectionism, where employees are afraid of repercussions and thus choose to keep problems hidden. While unhealthy organizations can temporarily succeed through heroic efforts, this lack of transparency takes a toll over time, causing systemic problems that are difficult to address.

The Key Disciplines of Healthy Organizations

Leaders can build health by focusing on four disciplines:

1. Build a Cohesive Leadership Team

The team must have trust, engage in healthy conflict, commit to decisions, and hold each other accountable. They should model desired behaviors.

2. Create Clarity

Be clear on values, purpose, strategic objectives, and priorities. This enables alignment.

3. Overcommunicate the Clarity

Reinforce clarity through constant communication via all forums. This ensures people internalize it.

4. Embed Clarity in Systems and Processes

Align hiring, training, compensation, recognition and other systems to the clarity. This shapes behaviors.

Measuring “Healthy”: Creating an Organizational Health Dashboard

To track progress, leaders need a dashboard that provides a holistic pulse on health. If you cannot measure it, you cannot improve it. 

Measuring organizational health involves a range of indicators that collectively offer a holistic view of the company’s internal landscape. Below are key metrics to consider:

Employee Sentiment

  • eNPS – Measures employee loyalty
  • Employee Engagement Surveys: These provide insights into the level of commitment and enthusiasm among the workforce.
  • Turnover Rate and Absenteeism: High rates can be symptomatic of deeper organizational problems like low morale or inadequate leadership.

Metrics to Identify Information Obfuscation

Whistleblower Statistics:

  • Number of Reported Incidents: A low number may indicate a culture where employees are afraid to speak up.
  • Anonymous Feedback: Negative to Positive Feedback Ratio: A high ratio of negative feedback in anonymous channels compared to official ones could signal fear of repercussion.
  • Skip-Level Meetings: Discrepancy in Feedback: Significant differences between the feedback received in skip-level meetings compared to regular team meetings may indicate that employees are withholding information.
  • Transparency Index: Openness to Discuss Failures: Surveys to measure how comfortable employees are in openly discussing mistakes and failures

Customer Health metrics 

  • Net Promoter Score (NPS): A well-accepted metric for customer loyalty and, indirectly, a reflection of service quality.
  • Customer Satisfaction Surveys: These can provide nuanced information on specific areas needing improvement.

Process Efficiency

  • Internal Response Times – How fast internal requests are handled
  • Cost Per Output – Metrics optimized for efficiency
  • Time to Market: Measures organizational agility.

Growth Orientation Metrics

  • New Products Launched – Measures innovation rate
  • Revenue From New Products – Quantifies innovation success

Metrics that Track Values Embedding

  • Hiring/Firing Decisions Aligned to Values – Monitors reinforcement
  • Rewards Aligned to Values – Measures culture reinforcement

Leadership Cohesion Metrics 

  • 360-Degree Feedback: Offers a rounded view of leadership effectiveness. Capture trust, conflict, commitment, accountability

Designing an Impactful Health Dashboard

The dashboard must be frequently reviewed and tied to actions. Here are best practices:

  • Include a mix of quantitative and qualitative data. Surveys provide perception while metrics show outcomes.
  • Leaders must set goals for improving metrics. 
  • The dashboard should provide trend lines over time versus just absolute numbers. 
  • Have a single page view for executives with top-level metrics, and more detailed views for managers to drill down.
  • Prioritize metrics you can influence and that align to business/health objectives. Avoid vanity metrics that look nice but don’t drive impact. 
  • Balance leading and lagging indicators. Engagement predicts turnover, while turnover indicates past engagement.
  • Set up dashboards for different audiences – executives, managers, teams. Customize views based on their focus areas and needs.
  • Maintain a simple, uncluttered layout. Only show what is essential and insightful. Too many metrics dilute focus.

Don’t Wait – Startups Need This Too

Some leaders may think an organizational health dashboard is only relevant for large, established companies with big HR teams. However, the opposite is true – this is critical for startups as well.

Startups face rapid growth, constant change, and tight resources. This volatility can quickly derail health if unchecked. Many startups cultivate brilliant innovation and products, but fail to build the foundations for sustainable success.

Focusing on health early allows startups to:

  • Maintain agility and learning despite growth.
  • Keep employees motivated despite the chaos.
  • Build values, transparency, trust that scale.
  • Develop people systems consistent with culture.
  • Identify problems early before a crisis point.
  • Course correct and iterate when needed.

Think of organizational health as preventative medicine – optimizing wellness before illness sets in. Startups that monitor and improve health metrics from the start will avoid growing pains and gain resilience. They will be primed for growth rather than overwhelmed by it.

Don’t wait until you’re big. Prioritize health now to fulfill your potential to become big. The dashboard is the key tool to guide the way.

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.