Assessment focus areas may include:
HR Function Effectiveness
Whether HR has the structure, role clarity, credibility, access, and decision influence needed to support consistent people practices.
Employee Retention Risk
Management, expectation, trust, accountability, communication, and follow-through patterns that may be contributing to avoidable turnover.
Manager Consistency
Whether managers are applying expectations, documentation, accountability, discipline, communication, and follow-through consistently.
New Hire Failure
Where hiring, onboarding, role clarity, early expectations, manager support, and follow-through may be breaking down.
Complaint Handling Risk
How complaints are received, escalated, documented, investigated, resolved, and followed through.
Discipline & Documentation
Whether performance and conduct issues are being addressed clearly, timely, consistently, and defensibly.
Leadership Accountability
Whether leaders set expectations, enforce standards, stop exceptions, support HR, and own the consequences of people decisions.
Workplace Standards Assessment
Identify where people-management standards are unclear, inconsistently applied, poorly documented, or creating avoidable risk.
The Workplace Standards Assessment examines how HR, managers, and leaders apply standards across the workplace moments that most affect trust, accountability, retention, documentation, complaints, discipline, and follow-through.
Many organizations have policies and HR processes in place, but still struggle with inconsistent people decisions. Managers handle similar issues differently. Documentation varies. Complaints are escalated unevenly. Performance concerns are delayed or avoided. HR is often expected to manage outcomes shaped by decisions made elsewhere.
Seattle Consulting Group helps identify where those breakdowns are occurring, where standards are being interpreted too loosely, and what leadership needs to correct first.