Do you know whether and how workforce issues affect your organization’s success? Care to find out?
Thirty five statements, about five minutes, and a score out of 175 at the end of it. You answer them yourself, in your own browser. Nothing is sent to us and nobody is contacted unless you choose, at the end, to send us your result. It is free, and what it gives you is a view of where your workforce risks sit and which of them are worth investigating.
The scorecard is a free self-assessment. You complete it, you see the result, and that is the whole transaction.
- It runs in your browser. Your answers stay on your own machine unless you choose to send them to us at the end.
- It takes about five minutes and needs no data from your systems.
- You can talk to Douglas Brown afterwards if you want to, using the form at the foot of the page.
- Nothing is charged, and nothing is committed, by completing it.
- This is not the BP2W diagnostic. That is a separate paid service that surveys your employees. This is your own view of your own organization.
Turnover is a lagging indicator. Example depicted below, drag the handle and watch why.
By the time a resignation lands, the conditions that produced the decision have been in place for months, if not years. The top lane is what an assessment can see. The bottom lane is what your current reporting shows you over the same period.
First unplanned absences appear, and this person has stopped volunteering for anything beyond their own work.
Absence still sits inside the normal range. Nothing is flagged.
Nine areas, thirty five statements. Which of them are you regularly monitoring and measuring?
Rate each statement from 1, strongly disagree, to 5, strongly agree. The score builds as you go and the risk profile on the right shows which areas are pulling it down. Nothing leaves this page unless you decide to send it. We encourage you to provide a true evaluation of your organization's workforce challenges with an honest assessment of the questions below. Consult your executive team and managers for valuable insights. Scoring all responses as a top score doesn't serve you well in efforts to improve.
Optional. Nothing has left this page so far. If you would like Douglas to have your result before you speak, send it here and he will come back to you within one business day with what he would look at first. He receives your score, your nine area scores and your answers.
- 140 to 175Workforce Stability LeaderStrong practices. The workforce is well positioned to support sustained operational performance while you continue to improve.
- 105 to 139Moderate RiskSeveral indicators warrant attention before they contribute to greater costs, productivity loss, burnout or turnover.
- 70 to 104High RiskWorkforce instability is likely affecting capacity, quality, operational performance and financial results. A focused improvement strategy is recommended.
- Below 70Critical RiskSignificant instability may already be affecting business performance. More immediate assessment and corrective action should be considered.
The total is only the starting point. Two organizations can both score 112 and face completely different risks: one with strong relationships but serious absenteeism and overtime, another adequately staffed today but with weak onboarding, manager capability and trust, which is a future instability problem. The value is not the number. It is what the number causes you to investigate.
The scorecard is a Manage2Retain instrument and is separate from the diagnostics. Where deeper measurement is needed, workforce diagnostics and the improvement processes that follow them are delivered through Manage2Retain’s partnership with BP2W (An Even Better Place to Work). BP2W is a mark of its owner and is used here with attribution. See Partners.
Four questions, asked across nine interconnected areas
A traditional employee survey asks how employees feel. The scorecard asks a broader business question: do our leadership practices, employee experiences and workforce conditions give us the stable, reliable workforce we need to hit our operational and financial objectives? That moves the discussion from employee satisfaction to organizational performance and risk.
Is our workforce reliable?
Are employees engaged and contributing at the level required? Are absenteeism, turnover, vacancies and overtime disrupting the organization? Is valuable knowledge and experience being lost?
Is our workforce supporting operations, or constraining them?
Whether workforce challenges are affecting productivity, capacity and continuous improvement, whether teams consistently meet operational goals, whether staffing flexes with demand, and whether conditions are contributing to quality or safety problems.
Are we addressing problems early enough?
Manager capability, trust, communication, recognition, employee frustrations and whether leaders understand individual needs and goals. This separates organizations that manage the precursors from those reacting after disengagement, burnout, absence or turnover has already happened.
What is workforce instability costing the business?
Whether workforce challenges are increasing labour, overtime, recruitment and training costs, creating reliance on premium compensation or contract labour, and driving continuing pressure on salaries and benefits.
- 01Weak workplace conditions
- 02Unmet employee needs and expectations
- 03Frustration and disengagement
- 04Reduced discretionary effort and productivity
- 05Stress and burnout
- 06Absenteeism and turnover
- 07Staffing gaps, overtime and lost knowledge
- 08Reduced operational capacity
- 09Quality, safety and customer or patient impacts
- 10Higher costs and weaker financial performance
Three levels of support, and five questions worth asking afterwards
Workforce Stability Score
How stable and reliable does the workforce appear overall, expressed as one number against four risk bands.
Workforce Risk Profile
Which of the nine areas represent your greatest vulnerabilities, rather than a single average that hides them.
Priority Improvement Opportunities
Where intervention could produce the greatest operational and financial benefit, so effort goes where the return is.
- Where are our three greatest workforce stability risks?
- Which workforce problems are costing us most: turnover, absenteeism, burnout, productivity loss, quality problems or leadership effectiveness?
- Are we treating the visible symptoms or the underlying precursors?
- What could these problems cost us if they continue for another 12 to 24 months?
- What should we change during the next 90 days?
If you want a figure to put against the answers, the cost calculator runs in about two minutes and nothing you enter is sent to us either.
Talk the result through, or book the time yourself
The scorecard tells you where to look. A conversation is where you decide what to do about it. Neither costs anything and neither commits you.
This reaches Douglas Brown as an email and he replies personally. Use this if you would rather write in your own words. If you want him to have your answers as well, send them from the result panel above instead.
Choose your own thirty minutes
If you would rather pick the slot yourself, the calendar shows real availability and confirms immediately.
Book a 30 minute consultation Opens Calendly in a new tab.Questions people ask at this point
No. The scorecard is your own view of your own organization, completed by you, free, and it tells you whether there is a problem worth investigating. The diagnostic is a paid service that surveys your employees and identifies the specific issues and disconnects, so they can be corrected.
Only if you send them. The scorecard runs entirely in your browser, nothing is stored, and closing the page discards it. When you finish, you are offered the option of sending your result to Douglas Brown so that he can reply with what he would look at first. That is a decision you make, and until you make it nothing has left your machine.
It depends on headcount, sites and what you already measure, so there is no price on this page. You can get your own exposure figure in about two minutes with the cost calculator, and nothing you enter there is sent to us either.
Then skip the scorecard and book an Executive Discussion. Thirty minutes, no charge, and nothing is proposed unless it is the right answer.