360° Org Health Intelligence

One intelligence layer. Every team aligned.

Employee voice, customer voice, and operational truth converge into a single 360° scorecard. Hover each ring to see the data sources that feed it.

Start the Conversation

From Voice to Value

Every feedback signal maps to a KPI

Individual feedback bubbles, pulse surveys, voice interviews, open comments, exit notes, flow through the StatQ engine and converge into the performance indicators your leadership already tracks. No signal is lost. No KPI is guessed.

Pulse Survey

"Communication feels fragmented"

Voice Interview

"I never know if my shift is final"

Open Comment

"Onboarding felt rushed"

Exit Note

"Left for clearer role expectations"

Lifecycle Check

"Day 90, still unsure of goals"

Retention Rate

+4.1%

Engagement Index

+2.8%

Goal Clarity

+6.2%

Time-to-Productivity

-3.5d

Cost of Attrition

-$42k

Feedback Sources

Pulse Survey

"Communication feels fragmented"

Voice Interview

"I never know if my shift is final"

Open Comment

"Onboarding felt rushed"

Exit Note

"Left for clearer role expectations"

Lifecycle Check

"Day 90, still unsure of goals"

StatQ Engine

Core KPIs

Retention Rate

+4.1%

Engagement Index

+2.8%

Goal Clarity

+6.2%

Time-to-Productivity

-3.5d

Cost of Attrition

-$42k

Every individual feedback signal, survey, voice, open comment, exit note, flows through the StatQ engine and converges into the performance indicators your leadership team already tracks.

From Silos to Collaboration

How the 360° view informs every team

When all three rings converge, each function gets the intelligence it needs, and everyone sees how their piece connects to the others.

HR & People Ops

Retention risk by segment
Engagement driver rankings
Leader effectiveness scores
Burnout early warnings

Target retention programs to the teams and drivers with proven statistical impact.

Operations

Process friction points
Workload imbalance flags
Scheduling fairness gaps
Tool & enablement blockers

Remove the internal bottlenecks that create both employee friction and customer delays.

CX Leadership

Customer alignment gaps
Service failure root causes
Communication breakdowns
Frontline capability gaps

Connect customer complaints to the internal conditions that produced them.

Executive

Strategic alignment drift
Capability & growth gaps
Retention cost in dollars
Proof-backed action priorities

Fund initiatives with board-ready evidence, not quarterly opinion polls.

How the 360° View Breaks Down Silos

Employee VoiceHR & People Ops

Pulse + lifecycle signal flags retention risk before attrition hits.

Customer VoiceCX Leadership

Customer complaint themes cross-referenced with the teams handling them.

Operational TruthOperations

Org structure + span-of-control data reveals over-management and bottleneck layers.

360° ConvergenceExecutive

All three rings converge into a ranked, cost-justified action list for the board.

The collaboration advantage: Every team sees the same evidence. HR, Ops, CX, and Leadership work from one intelligence layer, not four disconnected dashboards arguing about whose data is right.

The Advantages

Why 360° beats a survey alone

One source of truth

Employee, customer, and operational data in a single intelligence layer, no more dueling dashboards.

Causal, not correlational

Driver analysis with p-values and effect sizes proves what actually moves retention and CX.

Silo-breaking context

HR, Ops, CX, and Leadership see the same evidence and align on the same priorities.

Defensible to the board

Every recommendation carries statistical proof, not opinion, not vibes.

Weeks, not quarters

Start with a spreadsheet. First findings in 3–4 weeks, no HRIS project required.

Frontline-inclusive

Spoken interviews reach hourly and frontline teams who will never fill out a survey.

The Converged Output

StatQ Org Health Scorecard

8 dimensions. Scored from your own data across all three rings. Triangulated, not estimated. Built for OD practitioners who want their diagnosis backed by evidence.

StatQ Org Health Scorecard

Example

Illustrative figures, not a real organization's results.

EmployeeDataOps

Leadership Effectiveness

Developing

Employee

Data

Ops

Strategic Alignment

At Risk

Employee

Data

Ops

Role Clarity & Enablement

Strong

Employee

Ops

Communication Flow

At Risk

Employee

Data

Ops

Gap: 5pts

Culture & Belonging

Strong

Employee

Ops

Capability & Growth

Developing

Employee

Ops

Process Health

At Risk

Employee

Data

Ops

Customer Alignment

Developing

Employee

Data

Ops

Significance threshold: p < 0.05 | Effect size displayed on hover

Beyond the Survey

Take surveys to the next level

A survey is a starting point, not a diagnosis. The StatQ Org Health assessment turns survey responses into a statistically defensible action plan, scored, sourced, and triangulated across the eight dimensions of organizational health.

Surveys tell you what

The Org Health assessment tells you why, with root-cause analysis behind every dimension.

Surveys are a snapshot

The assessment tracks statistical control over time, separating real shifts from noise.

Surveys live in a silo

The assessment triangulates survey signal against operational and organizational data.

What the assessment adds

Driver analysis ranks what actually moves retention, with p-values and effect size attached.

Lifecycle triggers fire automatically at day 30, 60, 90, pre-anniversary, and departure.

Open comments themed at full volume, no sampling, no per-response meter.

One scorecard scored across 8 dimensions, sourced from your own data.

See the Scorecard Book a Demo

Start with what you have

Send a spreadsheet. Get a mapped, analyzed organization.

No HRIS project required. Export your roster from any system and hand it over. We cleanse it, reconstruct the reporting structure, and hand you an org chart you can actually read, with layers, spans, and structural red flags surfaced automatically.

Where your roster comes from

BambooHR

Direct integration

Workday

Export

ADP

Export

UKG / Kronos

Export

Excel

Upload

CSV

Upload

Google Sheets

Upload

SAP SuccessFactors

Export

We cleanse it for you

Normalize names, titles, and manager IDs

No matter how messy the export is.

Reconcile duplicates and orphaned records

One row per person, linked to one manager.

Build the reporting tree

From a flat list to a full hierarchy, automatically.

The result: a clean hierarchy, ready to score against the eight dimensions.

Org Structure Preview

Illustration

Example figures showing the shape of the output. Not real data from any organization.

L1CEO(1)

L2C-Suite(4)

L3VP / Director(8)

+10

L4Manager(18)

+34

L5Team Lead(42)

+88

L6Individual Contributor(96)

Layers

Reporting levels from CEO to frontline

6.2

Avg span of control

Direct reports per manager

Widest span

Flagged for coaching load

11%

Narrow spans (≤2)

Potential over-management

Listen Across the Journey

Automated listening at every milestone

Engagement and pulse surveys, included at no cost, with a validated item library ready to launch.
Lifecycle moments that fire on their own: day 30, 60, 90, pre-anniversary, and departure.
Spoken interviews for frontline and hourly teams who will talk for four minutes but will not fill out a form.
Open comments read and themed at full volume, no per-response meter, no sampling.
Candidate and onboarding feedback tied back to who stays and who thrives.

Lifecycle Pulse

Automated triggers · Last 90 days

Active

Day 30

Day 60

Day 90

Pre-Ann.

Exit

Day 30, Onboarding Check

142 responses · auto-triggered

/100

Day 60, Role Clarity

139 responses · auto-triggered

/100

Day 90, Integration

128 responses · auto-triggered

/100

Pre-Ann., Retention Risk

94 responses · auto-triggered

/100

Exit, Departure

27 responses · auto-triggered

/100

p-value threshold: 0.05 · Effect size: Cohen's d

+ Spoken interview layer

Retention Driver Analysis

Ranked by impact on 12-month retention · Q2 2026

n = 1,243

DriverImpactSignificance

Manager Follow-Through

All Sites

+0.74

p < 0.001Large

Large

Clear Growth Path

Tenure < 2yr

+0.68

p < 0.001Large

Large

Shift Scheduling Fairness

Night Shift

+0.61

p 0.003Medium

Medium

Information Timeliness

Site B

-0.54

p 0.008Medium

Medium

Workload Balance

Production

-0.48

p 0.012Medium

Medium

Recognition Frequency

All Sites

+0.42

p 0.021Small

Small

Logistic regression · Bonferroni-corrected · Segment breakouts available

Prove What Matters

Not a hunch. A ranked, defensible list.

Driver analysis that ranks what genuinely moves retention and engagement, with p-values and effect size.
Segment testing across shift, site, tenure, job family, and leader, invest where the signal is real.
Trend control charts that separate a true shift from ordinary month-to-month noise.
Retention modeling that scores risk by segment and translates it into dollars.
Proof Packets: a one-page, board-ready exhibit behind every recommendation.

Act, and Show the Return

Close the loop. Show the board the proof.

Leader scorecards with built-in privacy thresholds so every team gets a fair read.
Action backlog with owners, due dates, and verification carried through to a confirmed result.
Idea capture and a visible closed loop, people see what changed because they spoke up.
Findings delivered where work already happens, with a standing digest for leaders.

Proof Packet Preview

Communication FlowAction in progress

68+7

Role ClarityResolved

82+11

Leadership TrustOwner assigned

74=

Common questions

Start with the spreadsheet you already have.

A working pilot runs in weeks, not quarters. It starts with a conversation.

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