Organizational diagnosis is a lever for improving business performance.It depends on a number of factors, not least the efficiency of the organization.
High staff turnover, lengthy decision-making processes, major change or uncontrolled growth.
In these situations, an in-depth assessment of the organization is essential. The resulting analysis will help to improve the company's long-term health.
Organizational diagnosis is a comprehensive analysis of all aspects of an organization. It provides an overall view of the current situation, highlighting strengths, weaknesses, opportunities and threats. In this way, the diagnosis identifies areas for improvement within the company.
The diagnosis will then put forward recommendations that will be used to set up an action plan. This plan aims to resolve the issues identified and align the company with its strategic vision.
Pros-Consulte is registered with DREETS Bretagne, as an IPRP (Intervenant en Prévention des Risques Professionnels).
For example, a diagnosis can identify the causes of a drop in productivity or profitability. It will then suggest possible solutions.
Structural or strategic change can have major repercussions on teams and internal organization.In this situation, diagnostics will help the company to manage these changes and adapt more easily.
Difficulties may arise within the company: long-lasting conflicts, difficult communication, declining employee commitment... In this case, the role of the diagnosis is to examine the issues in depth, with the aim of resolving them.
Organizational diagnosis isn't just for companies in poor health. It can also be used to optimize processes, cut costs, innovate or simply to check that the organization is using its capacities to the full.
Feedback from employees or partners indicates that organizational improvements may be necessary. In such cases, the diagnosis helps us to better understand everyone's expectations and to respond in the most appropriate way.
We inform employees of the process and its objectives, to ensure that the intervention takes place under the best possible conditions. The facilitator then meets with the employees concerned on an individual basis. Participation is voluntary, and we guarantee that these discussions are confidential. Finally, we present the results of the analysis to the entire team, and suggest ways forward.
