Why it’s happening

Factor: Improvement

Process measurements are used to enable continuous improvement.

    
            Symptom
            Immediate Cause
            Root Cause
            Team/Role Responsible
            Consensus
        

    
            Inefficiencies persist
            No structured feedback loop to analyze and fix recurring problems.
            Lack of structured performance reviews and absence of data-driven decision-making.
            Senior Leadership & Process Improvement Teams
            85%
        

            Low employee morale
            Employees don’t see leadership acting on improvement suggestions.
            Leadership does not prioritize feedback or lacks a mechanism for action.
            Executive Management & HR
            90%
        

            Stagnation
            No dedicated team or process for identifying areas for refinement.
            No ownership of process improvement; leadership does not allocate resources for it.
            Operations & Management Teams
            78%
        

            Resistance to change
            Past change initiatives were poorly communicated or failed due to lack of follow-through.
            Change initiatives are not effectively communicated, and employees fear disruption.
            Change Management & Internal Communications
            87%
        

            High operational costs
            Wasted effort and duplication of work due to outdated, inefficient processes.
            Lack of investment in process automation and training to optimize workflows.
            Finance & Operations Teams
            92%
        

Factor: Induction

The best way of fulfilling expectations is used to induct new hires into the organisation.

    
            Symptom
            Immediate Cause
            Root Cause
            Team/Role Responsible
            Consensus
        

    
            New hires take too long to become productive
            Lack of structured training materials and unclear job expectations.
            HR and leadership do not have a formal onboarding strategy.
            HR & Department Heads
            88%
        

            Confusion & inconsistent work quality
            No standardized documentation of best practices.
            No central knowledge repository.
            Knowledge Management & Documentation Teams
            84%
        

            Higher turnover rates
            New employees feel unsupported and overwhelmed.
            Poor work culture or lack of career development opportunities leading to dissatisfaction.
            HR & Employee Experience Teams
            79%
        

            Heavy dependence on senior staff
            No formal mentorship or knowledge-sharing program in place.
            Senior staff are not given time or resources to train new hires, creating knowledge gaps.
            Senior Staff & Training Coordinators
            91%
        

            Low team cohesion
            New employees don’t fully understand company culture or workflows.
            No formal team-building or integration activities to foster collaboration.
            HR & Team Leads
            85%
        

Factor: Resources

The best way of fulfilling expectations is used to induct new hires into the organisation.

    
            Symptom
            Immediate Cause
            Root Cause
            Team/Role Responsible
            Consensus
        

    
            Delays in project completion
            Underfunding, poor resource planning, or lack of procurement efficiency.
            Poor budget allocation prioritizing short-term gains over innovation.
            Finance & R&D Leadership
            93%
        

            Compromised quality
            Rushed work due to resource shortages, leading to errors or subpar outcomes.
            Leadership underestimates resource needs.
            Project Management & Finance Teams
            82%
        

            Frustration & burnout
            Employees are forced to work overtime or multitask beyond their capacity.
            High workload due to understaffing and lack of workflow optimization.
            HR & Workforce Planning
            75%
        

            Difficulty attracting top talent
            The department doesn’t have competitive salaries, tools, or career growth opportunities.
            Company branding and compensation packages are not competitive in the industry.
            Talent Acquisition & HR
            96%
        

            Innovation suffers
            Limited budget or slow approval processes for new technology, tools, or R&D initiatives.
            Slow decision-making processes and resistance to investing in new technologies.
            Executive Management & Innovation Teams
            81%
        

How the causes are resolved

Solutions actionable in their own teams

    
            Root Cause
            Solution
            Alignment
            Value
            Feasibility
            Total Impact
        

    
            Change initiatives are not effectively communicated, and employees fear disruption.
            Involve employees early in the change process to gain buy-in.
            High
            High
            High
            High
        

            HR and leadership do not have a formal onboarding strategy.
            Develop a structured onboarding program with milestones.
            High
            High
            High
            High
        

            High workload due to understaffing and lack of workflow optimization.
            Automate repetitive tasks to free up time for employees.
            Medium
            High
            Low
            Medium
        

            Company branding and compensation packages are not competitive in the industry.
            Enhance employer branding through employee testimonials and marketing.
            Medium
            Medium
            Medium
            Medium
        

            No formal team-building or integration activities to foster collaboration.
            Organize regular team-building events and activities.
            Medium
            Low
            Medium
            Low
        

Solutions actionable by their team manager

    
            Root Cause
            Solution
            Alignment
            Value
            Feasibility
            Total Impact
        

    
            Lack of structured performance reviews and absence of data-driven decision-making.
            Create an anonymous employee feedback platform.
            High
            Medium
            High
            High
        

            No central knowledge repository.
            Provide employees with easy access to learning materials.
            High
            Medium
            Medium
            Medium
        

            Leadership underestimates resource needs.
            Implement a structured resource allocation process.
            High
            High
            Low
            Medium
        

            No ownership of process improvement; leadership does not allocate resources for it.
            Allocate budget and time for continuous improvement initiatives.
            Medium
            High
            Low
            Medium
        

            Lack of investment in process automation and training to optimize workflows.
            Conduct process mapping exercises to identify inefficiencies.
            Medium
            Medium
            Low
            Low
        

Solutions actionable by another team

    
            Root Cause
            Solution
            Alignment
            Value
            Feasibility
            Total Impact
        

    
            Change initiatives are not effectively communicated, and employees fear disruption.
            Develop a structured change management communication plan.
            Medium
            High
            High
            High
        

            Slow decision-making processes and resistance to investing in new technologies.
            Streamline approval processes with clear decision-making frameworks.
            Medium
            High
            Medium
            Medium
        

            Change initiatives are not effectively communicated, and employees fear disruption.
            Offer training programs on adaptability and change resilience.
            Medium
            High
            Low
            Medium
        

            Senior staff are not given time or resources to train new hires, creating knowledge gaps.
            Develop standardized training materials to reduce workload.
            High
            Medium
            Low
            Medium
        

            Senior staff are not given time or resources to train new hires, creating knowledge gaps.
            Introduce peer-to-peer learning and shadowing programs.
            Medium
            Medium
            Low
            Low
        

            Poor work culture or lack of career development opportunities leading to dissatisfaction.
            Create clear career progression paths within the organization.
            Medium
            Low
            Low
            Low
        

            Poor work culture or lack of career development opportunities leading to dissatisfaction.
            Improve workplace culture with engagement initiatives.
            Medium
            Low
            Low
            Low
        

            Leadership underestimates resource needs.
            Use data-driven forecasting to predict future resource requirements.
            Low
            Medium
            Low
            Low
        

Solutions actionable by the executive

    
            Root Cause
            Solution
            Alignment
            Value
            Feasibility
            Total Impact
        

    
            Lack of structured performance reviews and absence of data-driven decision-making.
            Implement a structured performance review system with clear KPIs.
            High
            High
            Medium
            High
        

            Poor budget allocation prioritizing short-term gains over innovation.
            Develop a long-term investment strategy for innovation.
            High
            High
            Medium
            High
        

            Leadership underestimates resource needs.
            Conduct regular resource planning reviews with department heads.
            High
            Medium
            High
            High
        

            No ownership of process improvement; leadership does not allocate resources for it.
            Appoint a dedicated process improvement manager.
            Medium
            High
            Medium
            Medium
        

            No formal team-building or integration activities to foster collaboration.
            Implement cross-functional team projects to improve collaboration.
            Medium
            High
            Medium
            Medium
        

BizHealthCheck

BizHealthCheck is the trading name of Athena Analytica Ltd

124 City Road,
London,
EC1V 2NX

+447535166746