One of the major services that my firm provides is what we have labeled the “Deep Dive”. The purpose of the Deep Dive environmental assessment is to provide management with an accurate understanding of the issues and challenges facing the employees – from the perspective of the employees.

Now, I completely understand some of the skepticism that I occasionally encounter when I describe the Deep Dive process to potential clients. Businesses have traditionally made use of surveys and focus groups to determine the overall environmental climate of their respective organizations. This makes sense. After all, surveys are “quick and dirty”, they do not require much effort on the part of management, and they provide a quantitative reading on the attitudes of the employees. Here’s the problem…the failure rate for surveys is relatively high. The metric that we use to determine “failure rate” is based on the overall honesty (or dishonesty) of the employees answering the surveys. Time and time again, I have heard directly from employees that they are scared to give their honest answer on a survey due to fear of backlash from managers or even losing their jobs.

The Deep Dive process that we use alleviates these fears. We meet directly with the employees, in their environment. After a short period of time we are able to provide the organization with real time data about their entire operation, in addition to establishing (or reestablishing) the relationship between management and the employees.

In short, the Deep Dive works because it is an investment in your organization.

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