Org Health Diagnostic: People and Structure
Scores attrition, hiring, manager spans, and survey results with the math done right, then traces which people problem drives the rest.
Before & after
Same prompt, same agent — the only difference is the skill.
That's a great question to ask regularly. Organizational health is complex and involves many dimensions like team morale, leadership alignment, financial performance, and more. I'd need to gather insights from across your organization to give you a complete picture. Do you have data on employee satisfaction, departmental performance, or other metrics? If you share that with me, I can help you think through how things are tracking.
ORG HEALTH SCORECARD – Q3 2026 8-DIMENSION ASSESSMENT (Traffic Light Scale) 1. Financial Health: GREEN ARR on track for year target (+$200k Q-over-Q) Runway: 18 months (adequate) Risk: None immediate Drill-down: Monitor CAC trend vs LTV next quarter 2. Engineering Velocity: YELLOW Deploy frequency: 2x per week (was 3x in Q2) Bug escape rate: 3.2% (threshold 2.5%) Risk: Onboarding 3 junior engineers impacting velocity Drill-down: Pair junior engineers with seniors for 6 weeks 3. Customer Satisfaction: GREEN NPS: 48 (enterprise baseline 40-50) Support response time: 6 hours average Churn rate: 2.1% monthly (target 2.5%) Risk: None 4. Sales Pipeline Health: RED Quarterly pipeline: $1.2M (target $2M) Win rate: 18% (down from 24%) Sales rep turnover: 2 departures this quarter Drill-down: Immediate – Sales manager coaching plan for remaining reps 5. Product Alignment: YELLOW Roadmap clarity score: 6/10 (team survey) Feature requests backlog: 47 items (prioritization unclear) Risk: Product and engineering disagreeing on priorities Drill-down: Weekly sync between product lead and eng lead 6. Team Morale: YELLOW Engagement survey: 65% favorable (target 75%) Attrition risk: 3 high performers flagged as exploring options Turnover rate: 18% annualized Drill-down: 1-on-1s with flagged employees, review comp tier 7. Leadership Alignment: YELLOW Exec alignment score: 7/10 (from confidential survey) Disagreement areas: Go-to-market strategy, pricing model Decision velocity: Slowing (decisions taking 2-3 weeks) Drill-down: Facilitate GTM strategy session with CFO, VP Sales, CEO 8. Operations Efficiency: GREEN Process adherence: 92% (monthly review) Budget variance: 4% (acceptable) Compliance status: 100% (all audit items closed) Risk: None AT-RISK SUMMARY Critical: Sales pipeline + leadership alignment on strategy Moderate: Engineering velocity, team morale, product clarity Immediate Actions (This Week): • Schedule GTM strategy sync with leadership (2 hours) • Manager coaching session with sales team • Meet with flagged employees on retention concerns Next Review: 6 weeks, measure traction on at-risk areas
About this skill
A health check for the organization itself: retention, hiring, managers, engagement, and how decisions get made. It computes the numbers correctly and traces which problem is causing the others, so you get one priority instead of a wall of red.
What it does
- Computes attrition, first-year attrition, and regretted exits correctly, with counts shown for small teams
- Reads engagement surveys with response rate, anonymity thresholds, and baseline checks
- Checks manager spans, first-time manager load, hiring speed, and internal mobility
- Traces cause across dimensions and names the upstream issue to fix first
- Starts people-specific findings with a conversation, never a verdict
What you get
A scorecard with formulas and working thresholds, a cause chain marked evidenced or hypothesized, one priority with a first step, and the metrics to recheck quarterly.
Best for
Founders, COOs, and HR leads after fast growth, before a board meeting, or when the team feels off and nobody can say why.
SKILL.md preview
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name: org-health-diagnostic
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