A five-day team survey that runs itself. You send one link. Your people answer anonymously. On day five, your report shows exactly where alignment breaks and what to fix first.
Live in two minutes. No setup call, no software to install.
Every plan has to survive three links before it becomes performance: the top team, the trip down the organization, and daily reality. Something is lost at each one, and the loss grows with every hire, layer and location. That is why the gap, not the strategy, decides how far a company can scale. The Gap Check measures it in points, so you know exactly where your plan breaks and which link to fix first. Closing it is the craft in our name: Scalewrights builds companies that scale.
How far apart your leaders' pictures of the company are. If the top team holds different pictures, every team below hears a different plan.
Your leaders forecast how people will answer. The distance between that forecast and what people actually report is how much of your strategy gets lost on the way down.
How far your people's experience of Structure, Stability and Direction sits from the ideal state: 80% agreeing, no more than 10% disagreeing.
of a company's employees are unaware of, or do not understand, its strategy, in research by Kaplan and Norton.
83% of leaders described their workforce as fully engaged. Fewer than half of employees said they were (Right Management, 2024).
higher profitability in top-quartile teams than bottom-quartile teams, in Gallup's meta-analysis of 183,806 work units.
Sources: Kaplan & Norton, "The Office of Strategy Management," Harvard Business Review, 2005. Right Management, The Engagement Illusion, 2024 State of Careers. Gallup, Q12 Meta-Analysis, 2024.
The soft side is the hard side. Revenue and EBITDA get the attention, but growth usually stalls on unclear roles, misaligned managers and good people who quietly check out. The Gap Check puts a number on it.
Check out in two minutes. Your survey link and private dashboard arrive by email right away.
A forecast link for your leaders, then one link for everyone else. Your dashboard includes a note you can send as is.
Watch responses come in. On day three we tell you the count so you can send one reminder.
The survey closes on its own. Your Report, Analysis and Implementation Guide are generated and emailed to you.
Before your team answers, your leaders forecast how they think people will respond. The gap between what leaders believe and what people experience is the most revealing number in the Gap Check.
Your Gap Map: all three gaps in one view. Your scores on Structure, Stability and Direction against the ideal state and your leadership forecast. Your three biggest gaps, what's working, results by group, and what people said in their own words.
What your results mean. Whether your strategy is reaching the front line (the Deployment Gap), whether your leaders agree with each other (the Alignment Gap), what each score means for growth, scale and culture, and where to focus first.
Your Gap Closure Pathway: which gap to close first, then your three priorities turned into a 90-day plan with owners and measures, a timeline, practical tools, and a one-page summary to share with your whole team.
Fully automated. Priced by the number of people you invite.
Half-day leadership training, on site.
Add a 1-hour all-staff session the same day: $2,500. What we heard, what we're changing, and how everyone can help.
Travel billed at cost.
Book a 20-minute call See the training one-pagerThe survey never asks for a name or email. You see combined results only. Teams with fewer than five responses are folded into the company totals, and comments are shown in random order with no team attached.
The CEO, an owner, or whoever leads HR. The buyer gets the dashboard and the report. Employees only ever see the survey.
Choose the tier that matches how many people you plan to invite: up to 50, 51–150 or 151–300. Over 300, book a call and we’ll scope it with you. The report needs at least five responses so no one can be identified.
If fewer than five people have answered by day five, the survey stays open two more days automatically. If it still falls short, we reopen it at no charge, or refund you in full if you prefer.
Yes. You can get a full refund until your team starts answering: just reply to your confirmation email. Once the first response comes in, your Gap Check is underway and the fee is earned. The one exception: if fewer than five people respond by the close date, we’ll extend the window free, or refund you in full if you prefer.
The questions build on thirty years of engagement research, including Scott Kimball’s dissertation on 108 organizations. The Gap Check itself is new, so we publish our thesis, our scoring and the design we’re using to test it against real business outcomes. Read the thesis and method.
Yes, after at least six months, which is how long real change takes to show up in how people experience work. A retest is $1,250 for any size and includes a before-and-after comparison on every gate and statement, plus your Gap Closure Score: how much of your Performance Gap you closed. We’ll email you the link when it’s time.