Organisational diagnostics is an important process for measuring and improving the performance and effectiveness of an organisation. It enables an organisation to perform a comprehensive, in-depth analysis of its strengths and weaknesses, which it can then use as a basis for future improvements and changes.

In my blog post, I would like to go into more detail on the importance and benefits of organisational diagnostics and explain how it can be applied in practice.

What is organisational diagnostics?

Organisational diagnostics is a systematic process that measures and evaluates the performance and effectiveness of an organisation. It utilises various methods and techniques to collect, analyse and interpret relevant data and information. The aim of the organisational diagnostics process is to identify an organisation’s strengths and weaknesses and to derive concrete recommendations for action to improve areas that need it.

Organisational diagnostics can be applied to different aspects of an organisation, such as the management, structure, processes, technical infrastructure or the employees. The process makes uses of a range of methods and techniques, such as questionnaires, interviews, observations or analyses of data and key figures.

Why is organisational diagnostics important?

Organisational diagnostics is a vital tool in creating a solid basis for future improvements and changes. By identifying an organisation’s strengths and weaknesses, targeted measures can be selected and taken to improve performance and effectiveness. In addition, the diagnosis can reveal opportunities and risks that are critical to the future development of an organisation.

Another advantage that organisational diagnostics offers is that it enables you to perform an objective and independent analysis. By using different methods and techniques, you can factor in different perspectives and opinions, resulting in a comprehensive and realistic assessment of the organisation.

How is organisational diagnostics applied in practice?

Organisational diagnostics can be applied in different phases, such as the planning phase, when introducing changes or as part of continuously improving processes and performance.

In the planning phase, it can be used to analyse the initial situation of an organisation and create the basis for developing a strategy. For example, you can use questionnaires and interviews to collect and analyse information about the existing structure, culture and processes.

When introducing changes, organisational diagnostics can be used to measure and evaluate the impact and acceptance of change. This can be done through employee surveys and observations, for example.

The next step is to evaluate the data that has been collected and interpret the results. The insights gained from this are then inserted into an overall picture and compared with the goals and requirements defined at the start. This results in concrete recommendations for action for the company.

To be successful, these recommendations must be put into practice in a further step. It is important that all the relevant stakeholders are involved in the change process. Open communication and adopting a transparent approach are essential. The company also needs to continuously review and adapt the measures to achieve a long-term and sustainable impact.

Practical examples

The following examples illustrate how organisational diagnostics can be applied in practice:

  • 1. Example from the IT sector: An IT company has difficulties in implementing projects. The management suspects that it is due to the organisation, but it does not know exactly where the problem lies. Organisational diagnostics can identify the strengths and weaknesses of the current structures and processes. Concrete measures can then be taken to improve the effectiveness and efficiency of project implementation based on the results.
  • 2. Example from the automotive sector: A car manufacturer wants to make its production more efficient and reduce its error rate. It can apply organisational diagnostics to find out which processes are ineffective and where errors frequently occur. These processes and areas can then be optimised based on the results of the diagnosis to improve production.
  • 3. Example from the education sector: A school wants to improve the quality of its teaching. Organisational diagnostics can be used to find out which factors influence teaching and where there is potential for improvement. Targeted measures can then be taken to improve the quality of teaching based on the results.
  • 4. Example from the healthcare sector: A hospital has problems with staff retention and wants to know why so many staff are leaving the company. Organisational diagnostics can be used to find out which factors influence employee satisfaction and where there is room for improvement. Targeted measures can then be taken to increase staff retention rates based on the results.

As these examples show, organisational diagnostics can be used in almost any sector in any size company. It provides a solid basis for targeted improvements in the organisation and can thus help companies be successful in the long term.

Assessing employee satisfaction using organisational diagnostics

As the fourth example in our list demonstrates, organisational diagnostics can also be used to assess employee satisfaction and the working atmosphere in the company in addition to just analysing structures and processes. Examples of this include carrying out employee surveys or conducting interviews with employees. These surveys provide information on how employees view their working environment and which aspects in the company can be improved to increase job satisfaction.

Involving employees in the change process and taking their needs and concerns into account is an important success factor when implementing change in the company, as employees can only develop their full potential and contribute to making the company more successful if they are motivated and satisfied.

The organisational diagnostics process thus not only enables an organisation to analyse its structures and processes, but also to assess employee satisfaction and the working climate in the company. Involving all the relevant stakeholders and taking their needs into account enables successful change processes to be shaped in the company in the long term.


Organisational diagnostics is a key component of successful organisational development. Systematically analysing and evaluating structures, processes and behaviours can reveal weaknesses and identify potential. A holistic view and the involvement of all the relevant stakeholders makes it possible to design effective and sustainable change processes.

What we have to offer

adesso offers companies the exact support they need to implement organisational diagnostics. We use our experience and expertise to help companies optimise their structures and processes and improve their performance. We would love to hear from you if you are also interested in working with us or have further questions about organisational diagnostics.

I hope this blog post has given you an insight into organisational diagnostics and encouraged you to try it out in your company. After all, you have to be aware of your strengths and weaknesses if you want to continue working on them and achieve long-term success.

Please do not hesitate and contact us to take your company or department to the next level.

You will find more exciting topics from the adesso world in our latest blog posts.

Picture Mike Deecke

Author Mike Deecke

Mike Deecke is a Managing Consultant in adesso's Organisational Consulting division. Because success is not a matter of chance, but depends on the right decisions, Mike advises success-oriented decision-makers on transformation issues before the implementation phase begins. So that the right things are done right by the right people.

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