{"id":39820,"date":"2026-08-12T15:47:40","date_gmt":"2026-08-12T22:47:40","guid":{"rendered":"https:\/\/www.intoo.com\/us\/?p=39820"},"modified":"2026-08-12T15:47:49","modified_gmt":"2026-08-12T22:47:49","slug":"organizational-health","status":"publish","type":"post","link":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/","title":{"rendered":"Organizational Health: Why It Matters for Employers and HR Leaders"},"content":{"rendered":"\n[et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.16&#8243; da_disable_devices=&#8221;off|off|off&#8221; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; da_is_popup=&#8221;off&#8221; da_exit_intent=&#8221;off&#8221; da_has_close=&#8221;on&#8221; da_alt_close=&#8221;off&#8221; da_dark_close=&#8221;off&#8221; da_not_modal=&#8221;on&#8221; da_is_singular=&#8221;off&#8221; da_with_loader=&#8221;off&#8221; da_has_shadow=&#8221;on&#8221;][et_pb_row _builder_version=&#8221;4.16&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221; theme_builder_area=&#8221;post_content&#8221;][et_pb_text admin_label=&#8221;Text&#8221; _builder_version=&#8221;4.27.6&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221;]<p><span style=\"font-weight: 400;\">Most companies can tell you their quarterly revenue down to the dollar. Far fewer can tell you, with any real confidence, how their people are actually doing. Is there trust between managers and teams? How is communication working? Can the <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/company-culture-overview\/\"><span style=\"font-weight: 400;\">company culture<\/span><\/a><span style=\"font-weight: 400;\"> can hold up under pressure? These are questions about organizational health.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A company\u2019s organizational health is how well it functions. It takes into account leadership alignment, <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/4-tips-for-maintaining-employee-engagement-post-pandemic\/\"><span style=\"font-weight: 400;\">employee engagement<\/span><\/a><span style=\"font-weight: 400;\">, the quality of internal communication, the strength of the culture, and how effectively the workforce operates day to day. A business can post strong numbers this quarter and still be organizationally unhealthy with burned-out managers, disengaged teams, and unclear priorities. This kind of fragility tends to catch up with a company eventually, often at the worst possible time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is where HR leaders can help. With a clearer view of what\u2019s happening beneath the surface, they\u2019re positioned to do something about it by improving the employee experience, guiding the organization through change, and making sure workforce strategy actually lines up with where the business is headed.<\/span><\/p>[\/et_pb_text][et_pb_button url_new_window=&#8221;on&#8221; button_text=&#8221;How are employees feeling right now?&#8221; admin_label=&#8221;Button&#8221; _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; button_bg_color=&#8221;#1B467C&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; custom_margin=&#8221;35px||||false|false&#8221; button_url=&#8221;https:\/\/explore.intoo.com\/the-employee-mindset-report\/?utm_source=website-blog&#038;utm_medium=direct&#038;utm_campaign=organizational-health&#8221; sticky_enabled=&#8221;0&#8243;][\/et_pb_button][et_pb_text _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; background_color=&#8221;#CFE7FF&#8221; custom_padding=&#8221;10px|20px|10px|20px|false|false&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; sticky_enabled=&#8221;0&#8243;]<div class=\"flex max-w-full flex-col gap-4 grow\">\n<div data-message-author-role=\"assistant\" data-message-id=\"e1cfdecd-562a-4cbf-95e9-c41f84cdaac4\" dir=\"auto\" data-message-model-slug=\"gpt-5-5\" class=\"min-h-8 text-message relative flex w-full flex-col items-end gap-2 text-start break-words whitespace-normal outline-none keyboard-focused:focus-ring [.text-message+&amp;]:mt-1\" data-turn-start-message=\"true\" tabindex=\"0\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden\">\n<div class=\"markdown prose dark:prose-invert wrap-break-word w-full light markdown-new-styling\">\n<h3 data-section-id=\"ieuezb\" data-start=\"0\" data-end=\"17\" class=\"PDq2pG_selectionAnchorContainer\">Key Takeaways<span aria-hidden=\"true\" class=\"PDq2pG_selectionAnchor\"><\/span><\/h3>\n<ul data-start=\"19\" data-end=\"468\" data-is-last-node=\"\" data-is-only-node=\"\">\n<li data-section-id=\"1789qmn\" data-start=\"19\" data-end=\"171\"><strong data-start=\"21\" data-end=\"46\">Organizational health<\/strong> reflects how effectively an organization aligns leadership, culture, communication, and employees to achieve business goals.<\/li>\n<li data-section-id=\"1837sr7\" data-start=\"172\" data-end=\"310\">Strong <strong data-start=\"181\" data-end=\"206\">organizational health<\/strong> helps organizations navigate change, improve employee engagement, and build a more resilient workforce.<\/li>\n<li data-section-id=\"nmlah7\" data-start=\"311\" data-end=\"468\" data-is-last-node=\"\">Measuring and strengthening <strong data-start=\"341\" data-end=\"366\">organizational health<\/strong> enables employers to enhance performance, endure change, and drive long-term success.<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"z-0 flex min-h-[46px] justify-start\"><\/div>\n<div aria-hidden=\"true\" class=\"pointer-events-none -mb-px h-px w-full opacity-0\"><\/div>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.6&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; sticky_enabled=&#8221;0&#8243;]<h2><span style=\"font-weight: 400;\">What Is Organizational Health and Why Does It Matter?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">At its core, organizational health is about alignment: getting strategy, people, processes, and culture pulling in the same direction. It\u2019s different from traditional performance standards because it doesn\u2019t just measure outcomes; it also measures the conditions that produce those outcomes. A company can hit its targets for a while on the back of a few key people working themselves into the ground. That\u2019s not health. That\u2019s borrowed time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There\u2019s a well-documented link between organizational health and the things every employer cares about: engagement, productivity, retention, and innovation. When people understand what\u2019s expected of them, are supported by their managers, and trust that leadership knows what it\u2019s doing, they tend to do better work and stick around longer.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Healthy organizations share certain elements. They have people who collaborate without friction, priorities that are clear even when things are busy, and employees who generally feel like they\u2019re working toward a common goal.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Trust and communication sit at the center of all this. Leadership effectiveness isn\u2019t really about charisma or vision statements. Rather, it\u2019s about whether people believe what their leaders tell them and whether that belief holds up under stress. And stress is becoming an increasingly constant feature of the modern workplace. Between economic uncertainty, shifting employee expectations, and frequent workforce disruption, organizational health has moved from a \u201cnice to have\u201d to something closer to a survival trait. Employers who take a clear-eyed look at their organizational health get an honest read on whether the workforce and operating model can actually withstand what\u2019s coming, rather than finding out the hard way.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Key Indicators of Organizational Health That Employers Should Measure<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">You can\u2019t manage what you don\u2019t measure, and organizational health is no exception. The problem is that a lot of companies rely on gut feeling or the occasional engagement survey and call it a day. Real insight requires tracking a handful of indicators consistently over time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are a few that are worth watching closely:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee participation and satisfaction scores<\/b><span style=\"font-weight: 400;\">, tracked over time\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Retention and turnover trends<\/b><span style=\"font-weight: 400;\">, including which teams or roles are losing people and why<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Leadership and manager effectiveness<\/b><span style=\"font-weight: 400;\">, since most people don\u2019t leave companies; they leave managers<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee sentiment and feedback<\/b><span style=\"font-weight: 400;\">, gathered through both formal surveys and informal channels<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Collaboration and communication effectiveness<\/b><span style=\"font-weight: 400;\"> across teams and departments<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Means for career development and internal mobility<\/b><span style=\"font-weight: 400;\">, whether they\u2019re encouraged by leaders, and if employees take advantage, can be factors relating to whether people will remain at a company<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Workforce adaptability<\/b><span style=\"font-weight: 400;\">, particularly how teams respond when priorities shift or change is introduced<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">None of these data points means much in isolation. A holistic view over time can tell a more complete story. For example, a dip in engagement paired with rising turnover in one department is a very different signal than the same decrease spread evenly across the company. Organizations that pay attention to this kind of information catch problems while they\u2019re still manageable, instead of discovering them in exit interviews.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_875234267.jpeg\" width=\"640\" height=\"427\" alt=\"Four executives meet in a windowed conference room\" class=\"wp-image-40048 aligncenter size-full\" srcset=\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_875234267.jpeg 640w, https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_875234267-480x320.jpeg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) 640px, 100vw\" \/><\/span><\/p>\n<h2><span style=\"font-weight: 400;\">How Organizational Health Supports Successful Change and Workforce Transitions<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Change is where organizational health really gets tested. Restructuring, mergers, management changes, shifts in strategy\u2014these situations put enormous strain on trust and communication, and companies that were already running on thin margins of goodwill tend to feel it fast.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Healthier organizations absorb change more easily. Employees are more likely to trust leadership to get the organization through a rocky period when they understand how decisions get made. But when that trust isn\u2019t there to begin with, even reasonable, well-intentioned changes can trigger resistance, rumor, and a kind of low-grade fatigue that spreads through teams and quietly erodes performance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is precisely where HR comes in. Supporting employees through a transition is about managing the human side of uncertainty: keeping communication honest and frequent, giving people a clear sense of what\u2019s happening and why, and ensuring managers are equipped to have hard conversations with their teams rather than avoid them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Career transition support matters here too, and it\u2019s often underestimated. How a company treats employees during layoffs says a lot to the ones who remain. <\/span><a href=\"https:\/\/www.intoo.com\/us\/solutions\/outplacement\/\"><span style=\"font-weight: 400;\">Outplacement services<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/what-is-effective-communication\/\"><span style=\"font-weight: 400;\">effective communication<\/span><\/a><span style=\"font-weight: 400;\"> protect both morale and company reputation. Remaining employees notice how their former colleagues are treated, and that observation shapes how much trust they extend going forward.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Organizational health isn\u2019t just about how things go when times are good; it\u2019s tested most clearly when a company is making decisions that affect people\u2019s livelihoods.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Best Practices for Improving Organizational Health<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Improving organizational health is an ongoing discipline that must be tended to continually. A few practices tend to make the biggest difference.<\/span><\/p>\n<p><b>Start by making sentiment measurement routine<\/b><span style=\"font-weight: 400;\"> rather than occasional. Annual engagement surveys have their place, but they\u2019re often too slow to catch problems before they compound. Shorter, more frequent check-ins using methods such as pulse surveys, skip-level conversations, and honest team retrospectives give a much more current read on how people are actually doing.<\/span><\/p>\n<p><b>Invest seriously in leadership and manager development. <\/b><span style=\"font-weight: 400;\">Managers are the single biggest lever most companies have over day-to-day employee experience, and yet training for that role is often thin or nonexistent. Teaching managers how to communicate clearly, give useful feedback, and handle conflict pays off across the entire organization.<\/span><\/p>\n<p><b>Build communication channels that actually work in both directions. <\/b><span style=\"font-weight: 400;\">Too many companies treat internal communication as something that flows downward only with announcements, updates, and decisions handed down from leadership. Real organizational health requires that information move in the reverse direction, too, and that employees have confidence that they\u2019re being heard.<\/span><\/p>\n<p><b>Make sure workforce strategy is tied to business strategy<\/b><span style=\"font-weight: 400;\">, not developed in a separate silo. Hiring plans, development programs, and org design decisions should all connect back to where the business is actually headed, not exist as HR initiatives running parallel to the rest of the company.<\/span><\/p>\n<p><b>Support growth and mobility.<\/b><span style=\"font-weight: 400;\"> Employees who can see a way forward through opportunities to learn new skills, move into new roles, and take on new responsibilities tend to stay engaged even through difficult periods. Where that path is missing, disengagement tends to follow.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And perhaps most importantly: <\/span><b>address problems early<\/b><span style=\"font-weight: 400;\">. Small issues\u2014a disengaged team, a manager who\u2019s struggling, a communication breakdown between departments\u2014are far easier to fix before they turn into attrition or a wider culture problem.<\/span><\/p>[\/et_pb_text][et_pb_button url_new_window=&#8221;on&#8221; button_text=&#8221;Improve your organization&#8217;s health&#8221; _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;16px||29px||false|false&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; button_url=&#8221;https:\/\/resources.intoo.com\/featured-content\/intoo-unlocking-organizational-success-report-2024?utm_source=website-blog&#038;utm_medium=direct&#038;utm_campaign=organizational-health&#8221; sticky_enabled=&#8221;0&#8243;][\/et_pb_button][et_pb_text _builder_version=&#8221;4.27.6&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; custom_margin=&#8221;-19px|||||&#8221; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221;]<h2><b>Conclusion<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Organizational health is a direct driver of performance, resilience, and long-term sustainability. Companies that ignore it don\u2019t usually fail overnight; they erode slowly, through disengagement, turnover, and a workforce that\u2019s stopped believing what leadership tells them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">HR leaders are uniquely positioned to keep it on track. By strengthening culture, developing better managers, improving communication, and paying close attention to the employee experience, they build organizations that can actually withstand pressure instead of just performing well when conditions are easy. And in a business environment where change has become the constant rather than the exception, that resilience isn\u2019t optional. Companies that take organizational health seriously are the ones that end up attracting stronger talent, keeping the people they already have, and coming through periods of disruption still standing\u2014while their less healthy competitors are left picking up the pieces.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With solutions for every part of the employee lifecycle, INTOO can be your partner in improving organizational health. From our <\/span><a href=\"https:\/\/www.intoo.com\/us\/solutions\/candidate-experience\/\"><span style=\"font-weight: 400;\">candidate experience<\/span><\/a><span style=\"font-weight: 400;\"> product to improve your hiring process and nurture your talent pool, to employee <\/span><a href=\"https:\/\/www.intoo.com\/us\/solutions\/career-development\/\"><span style=\"font-weight: 400;\">career development<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/www.intoo.com\/us\/solutions\/career-development\/leadership-development-training\/\"><span style=\"font-weight: 400;\">leadership development<\/span><\/a><span style=\"font-weight: 400;\"> programming, to personalized <\/span><a href=\"https:\/\/www.intoo.com\/us\/solutions\/outplacement\/\"><span style=\"font-weight: 400;\">outplacement<\/span><\/a><span style=\"font-weight: 400;\"> programs for every employee level, we can help you build the leadership, workforce, and culture that creates a sustainable organization. <\/span><a href=\"https:\/\/www.intoo.com\/us\/contact\/?utm_source=website-blog&amp;utm_medium=direct&amp;utm_campaign=organizational-health\"><span style=\"font-weight: 400;\">Contact us<\/span><\/a><span style=\"font-weight: 400;\"> today to learn more.<\/span><\/p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"<p>Most companies can tell you their quarterly revenue down to the dollar. Far fewer can tell you, with any real confidence, how their people are actually doing. Is there trust between managers and teams? How is communication working? Can the company culture can hold up under pressure? These are questions about organizational health. A company\u2019s [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":40051,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<span style=\"font-weight: 400;\">The competition for skilled workers remains fierce. Businesses of all sizes are grappling with talent shortages, demanding a strategic shift in attracting, assessing, and <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/how-to-improve-employee-retention\/\"><span style=\"font-weight: 400;\">retaining top employees<\/span><\/a><span style=\"font-weight: 400;\">. Navigating the contemporary job market requires a strategic and adaptable approach to hiring. The process of successfully recruiting and onboarding employees has evolved significantly, propelled by technological advancements, shifting workforce preferences, and the lasting impact of global events. Those who succeed in the hiring game understand it's not just about filling open positions; it's about building a winning team. A team that thrives fosters innovation and propels the company forward.<\/span>\n\n<span style=\"font-weight: 400;\">This comprehensive guide equips you with the tools and insights needed to navigate the 2024 hiring landscape.\u00a0<\/span>\n\n<span style=\"font-weight: 400;\">We provide our top tips that will help you streamline your hiring process.<\/span>\n<h2><span style=\"font-weight: 400;\">12 Strategies to Hire Employees Successfully in 2024<\/span><\/h2>\n<span style=\"font-weight: 400;\">Attracting and selecting the right talent for your organization involves multiple strategies, from defining a role to offering the right benefits and treating candidates with respect. Here are 12 strategies to hire employees successfully in 2024.\u00a0<\/span>\n<h3><span style=\"font-weight: 400;\">1. Define your ideal candidate profile<\/span><\/h3>\n<span style=\"font-weight: 400;\">Defining your ideal candidate profile is critical for successful hiring and will make the process more efficient. Before initiating the search process, meticulously outline the required skills, experiences, and personal attributes essential for the role. This involves considering technical expertise, industry-specific knowledge, soft skills, and cultural fit. Delve into the nuances of the position to pinpoint the qualities that will contribute to success within your organization. Whether it's adaptability, creativity, or a collaborative mindset, clearly articulating these criteria will guide your recruitment efforts and ensure you attract candidates who align with your company's values and objectives.<\/span>\n<h3><img id=\"longdesc-return-26451\" class=\"aligncenter size-full wp-image-26451\" src=\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2023\/11\/Untitled-design-10.jpg\" alt=\"A Latina hiring manager interviews a female Black candidate.\" width=\"640\" height=\"426\" longdesc=\"https:\/\/www.intoo.com\/us?longdesc=26451&amp;referrer=26445\" \/><\/h3>\n<h3><span style=\"font-weight: 400;\">2. Craft compelling job descriptions<\/span><\/h3>\n<span style=\"font-weight: 400;\">In 2024, crafting compelling job descriptions is more crucial than ever. Gone are the days of generic postings; now, they must be clear, concise, and engaging to attract the right candidates. These descriptions should not only outline the role's purpose and responsibilities but also convey the potential impact the successful candidate will have on the team and the organization as a whole. Incorporate relevant keywords to optimize searchability. Moreover, use the job description as an opportunity to highlight your company culture, values, and what makes it a special place to work. By presenting an authentic and appealing portrayal of your organization, you'll attract a diverse and qualified talent pool that resonates with your mission and vision, setting the stage for successful recruitment and long-term employee satisfaction.<\/span>\n<h3><span style=\"font-weight: 400;\">3. Leverage diverse recruitment channels<\/span><\/h3>\n<span style=\"font-weight: 400;\">Leveraging diverse recruitment channels is imperative to reach a vast pool of qualified candidates. Expand beyond traditional job boards by utilizing professional networking platforms like LinkedIn, attending industry events and job fairs, and forging partnerships with universities and colleges renowned for relevant programs. Moreover, explore niche job boards tailored to specific demographics or skill sets to tap into specialized talent pools. A multi-pronged approach maximizes visibility and engagement, increasing the likelihood of attracting top-tier candidates who align with your organization's needs and values. By diversifying your recruitment strategy, you enhance the chances of finding the perfect fit for your team while staying ahead in the competitive job market.<\/span>\n<h3><span style=\"font-weight: 400;\">4. Utilize artificial intelligence (AI)<\/span><\/h3>\n<span style=\"font-weight: 400;\">Incorporating artificial intelligence (AI) into recruitment processes offers substantial benefits. AI-driven platforms leverage predictive analytics to identify top candidates, automate repetitive tasks, and customize the candidate experience. These tools streamline resume screening, candidate sourcing, and interview scheduling, expediting the hiring process. Moreover, AI minimizes unconscious biases in decision-making, ensuring fairer evaluations. By investing in AI-driven recruitment platforms, you can significantly reduce time-to-hire, improve efficiency, and enhance the quality of hires.<\/span>\n<h3><span style=\"font-weight: 400;\">5. Refine your interview process<\/span><\/h3>\n<span style=\"font-weight: 400;\">The interview process is an important step in the relationship with the candidate. In 2024, ditch the outdated formats and prioritize a candidate-centric approach. Here's how to revamp your strategy:<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Skills-based assessments:<\/b><span style=\"font-weight: 400;\"> Move beyond conventional interviews. Incorporate take-home assignments that mimic real-world scenarios or request case studies. This allows candidates to showcase their practical abilities and problem-solving skills.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Transparency is key:<\/b><span style=\"font-weight: 400;\"> Be upfront about the role's requirements and company expectations. Doing so sets clear benchmarks and allows candidates to self-assess their fit.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Respect the candidate:<\/b><span style=\"font-weight: 400;\"> Remember, candidates are interviewing you, too! Create a welcoming environment and allow ample time for them to respond to and ask questions. This demonstrates respect for their time and efforts and fosters a positive impression of your company.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">6. Focus on behavioral interviewing<\/span><\/h3>\n<span style=\"font-weight: 400;\">Behavioral interviewing ditches hypothetical questions for a dive into a candidate's past experience. Instead of \"How would you handle a difficult client?\" you ask, \"Tell me about a time you faced a challenging customer.\" Focusing on specific situations (e.g., a tense negotiation or a looming deadline) gives you a richer picture of their skills. Did they stay calm under pressure? Did they think creatively to solve the problem? Their past actions become a springboard to assess how they might handle similar situations in your role. This approach helps predict future performance by uncovering their problem-solving strategies, decision-making tendencies, and work ethic showcased in real-life scenarios.<\/span>\n<h3><span style=\"font-weight: 400;\">7. Ask about the candidate's goals and ambitions<\/span><\/h3>\n<span style=\"font-weight: 400;\">Understanding a candidate's long-term plans can be a powerful tool in your hiring decisions. Here's why:<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Longevity potential:<\/b><span style=\"font-weight: 400;\"> Frequent recruitment is costly and time-consuming. You can assess a candidate's long-term fit by gauging a candidate's desire to stay with the company. Someone who sees your company as a stepping stone might not be the best choice for a role requiring sustained commitment.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Alignment with company culture: <\/b><span style=\"font-weight: 400;\">Ambition isn't just about wanting a promotion. Ask questions that reveal the candidate's motivations. Are their goals aligned with your company culture? Someone passionate about innovation might be an excellent fit for a fast-paced startup but a mismatch for a more traditional environment.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Work ethic and drive:<\/b><span style=\"font-weight: 400;\"> Ambition is a strong indicator of work ethic. Candidates with clear goals often demonstrate a drive to learn, grow, and achieve. During the interview, explore their past experiences that showcase this drive. How did they approach challenges? Did they take the initiative?<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">8. Look at the candidate's hard and soft skills<\/span><\/h3>\n<span style=\"font-weight: 400;\">Evaluating both hard and soft skills is essential to finding the perfect fit for your role.\u00a0<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Hard skills:<\/b><span style=\"font-weight: 400;\"> Hard skills are technical skills and knowledge specific to a job. Review the job description and create a list of required hard skills. During the interview process, assess the candidate's experience through past projects, work and volunteer experience, certifications, and technical skills tests (if relevant). Can they demonstrate proficiency in the essential hard skills for the role?<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Soft skills:<\/b><span style=\"font-weight: 400;\"> Soft skills are interpersonal skills that contribute to an individual's effectiveness in the workplace. Communication, teamwork, problem-solving, and adaptability are all crucial soft skills. Use behavioral interviewing techniques to uncover a candidate's soft skills. Ask them to describe past situations that required these skills and how they approached them. Their responses will reveal whether their traits are the right fit for the role and your organization.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Matching skills and needs:<\/b><span style=\"font-weight: 400;\"> Don't just assess skills in isolation. Consider how a candidate's skillset aligns with the specific needs of the role and your company culture. The ideal candidate will possess the right combination of hard and soft skills that make them a strong fit for the position and your team.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">9. Prioritize employer branding<\/span><\/h3>\n<span style=\"font-weight: 400;\">In today's competitive talent market, your company brand isn't a bonus; it's a necessity. A <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/how-to-build-employer-branding-strategy\/\"><span style=\"font-weight: 400;\">strong employer brand<\/span><\/a><span style=\"font-weight: 400;\"> acts like a magnet, attracting the best and brightest. Conversely, a poor employer brand can negatively affect your hiring strategy, especially if it results in bad reviews on sites like Glassdoor. So, how do you build a great one?<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Showcase your culture and values:<\/b><span style=\"font-weight: 400;\"> Let the world know what your company stands for. What are your core values? What's the work environment like? Are you fun and collaborative or focused and intense? Highlight these aspects on social media and your careers page.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee stories are golden:<\/b><span style=\"font-weight: 400;\"> People connect with people. Share stories from your employees about their experiences, passions, and why they love working for your company. Authenticity resonates with potential hires.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Benefits beyond the paycheck:<\/b><span style=\"font-weight: 400;\"> Salary is important but not everything. Promote your unique benefits package, work-life balance initiatives, and professional development opportunities. Show potential candidates why your company is a great place to build a career.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">10. Offer competitive compensation and benefits\u00a0<\/span><\/h3>\n<span style=\"font-weight: 400;\">Well-designed <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/types-of-employee-benefits\/\"><span style=\"font-weight: 400;\">compensation and benefits<\/span><\/a><span style=\"font-weight: 400;\"> packages are a significant draw for top talent in a competitive job market. To stand out, you need to be strategic. Here's how:<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Market research: <\/b><span style=\"font-weight: 400;\">Don't guess what a competitive offer looks like. Conduct thorough research to understand industry standards for similar roles in your location. Resources like salary comparison websites and industry reports can be helpful.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Competitive salary<\/b><span style=\"font-weight: 400;\">: This is the foundation. Offer a base salary that aligns with your research and is attractive to qualified candidates. Remember, a competitive salary isn\u2019t always the highest\u2014consider factors like location and cost of living.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Benefits package:<\/b><span style=\"font-weight: 400;\"> Think beyond just health insurance. A well-rounded benefits package can include things like paid time off, parental leave, retirement plans, wellness programs, career development, and tuition reimbursement. Consider what would be valuable to your target talent pool.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">11. Embrace remote and hybrid work models<\/span><\/h3>\n<span style=\"font-weight: 400;\">The remote work revolution is here to stay. Top talent in 2024 prioritizes flexibility and work-life balance. Offering remote or hybrid work models allows you to:<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Attract a wider talent pool:<\/b><span style=\"font-weight: 400;\"> Cast a net beyond geographical limitations and target exceptional and diverse candidates regardless of location.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Cater to evolving needs:<\/b><span style=\"font-weight: 400;\"> Respond to the modern workforce's desire for flexibility. This fosters a happy and productive work environment and also encourages a greater variety of candidates to apply<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Embrace technology:<\/b><span style=\"font-weight: 400;\"> Invest in tools facilitating seamless communication and collaboration, ensuring a smooth transition to a remote or hybrid structure.<\/span><\/li>\n<\/ul>\n<span style=\"font-weight: 400;\">By embracing these models, you'll unlock a competitive edge in attracting top talent who thrive in flexible work arrangements. This positions you as a forward-thinking company as you demonstrate your commitment to employee well-being.<\/span>\n<h3><span style=\"font-weight: 400;\">12. Invest in candidate experience<\/span><\/h3>\n<span style=\"font-weight: 400;\">Investing in candidate experience isn't just courteous; it's smart business. The hiring process shouldn't feel like a black hole for applicants. Invest in creating a positive experience from start to finish. Here's how:<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Communication is key:<\/b><span style=\"font-weight: 400;\"> Keep candidates informed throughout the process. Let them know when to expect updates and provide clear timelines.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Be responsive:<\/b><span style=\"font-weight: 400;\"> Respond promptly to inquiries and application submissions. A timely reply shows respect for their time and effort.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Respect your declined candidates:<\/b><span style=\"font-weight: 400;\"> A candidate that\u2019s not your choice for one role could be right for another down the road and may share their application experience with others. Show your respect for them by offering them ways to stay connected to your organization and to continue their job search through a <\/span><a href=\"https:\/\/www.intoo.com\/us\/solutions\/candidate-experience\/\"><span style=\"font-weight: 400;\">candidate experience program<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<img id=\"longdesc-return-26452\" class=\"aligncenter size-full wp-image-26452\" src=\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2023\/11\/Untitled-design-12.jpg\" alt=\"A Black female hiring manager welcomes a new Black female employee.\" width=\"640\" height=\"425\" longdesc=\"https:\/\/www.intoo.com\/us?longdesc=26452&amp;referrer=26445\" \/>\n\n<span style=\"font-weight: 400;\">By prioritizing these aspects, you'll gain a reputation for treating candidates well. This builds brand loyalty and increases the likelihood of attracting top talent who will advocate for your company. Remember, a positive candidate experience can turn disappointed applicants into future brand ambassadors.<\/span>\n<h2><span style=\"font-weight: 400;\">How to Hire Employees: FAQs<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">What is the best way to hire employees?<\/span><\/h3>\n<span style=\"font-weight: 400;\">The best way to hire employees involves a structured approach. Begin by defining the job requirements clearly and crafting a compelling job description. Utilize multiple recruitment channels, including job boards, social media, and employee referrals, to attract a diverse pool of candidates. Screen resumes to identify qualified candidates and conduct structured interviews to assess their skills, qualifications, and cultural fit. Check references to gain insights into their past performance and professionalism. Consider administering skills assessments or tests as needed. Maintain transparent communication with candidates throughout the process and make a well-informed hiring decision based on all relevant information gathered.<\/span>\n<h3><span style=\"font-weight: 400;\">How do I create a hiring plan?<\/span><\/h3>\n<span style=\"font-weight: 400;\">A hiring plan is your roadmap to finding the right talent. Here's a quick guide to get you started:<\/span>\n<ol>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Needs assessment:<\/b><span style=\"font-weight: 400;\"> Identify open positions and future needs. Talk to managers about their requirements and budget.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Goals and timeline:<\/b><span style=\"font-weight: 400;\"> Set clear goals for each hire (e.g., fill by Q2) and define a realistic timeline for recruitment.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Candidate profile:<\/b><span style=\"font-weight: 400;\"> Craft an ideal candidate profile outlining skills, experience, and cultural fit.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Recruitment strategy:<\/b><span style=\"font-weight: 400;\"> Choose the best way to find candidates (job boards, internal referrals, etc.). Consider budget and reach.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Interview process:<\/b><span style=\"font-weight: 400;\"> Outline a structured interview process with clear evaluation criteria.<\/span><\/li>\n \t<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Onboarding:<\/b><span style=\"font-weight: 400;\"> Plan how you'll integrate new hires into your team and company culture.<\/span><\/li>\n<\/ol>\n<h3><span style=\"font-weight: 400;\">How do you know if you need to hire more employees?<\/span><\/h3>\n<span style=\"font-weight: 400;\">Determining whether to hire someone for an open position involves assessing various factors. Firstly, evaluate if the workload or demand for the role justifies hiring. Consider whether current staff can handle the workload or if additional expertise is required. Assess the impact of the vacancy on team productivity and business goals. Analyze the cost implications of hiring, including salary, benefits, and training expenses.\u00a0<\/span>\n<h2><span style=\"font-weight: 400;\">How to Hire Employees: Conclusion<\/span><\/h2>\n<span style=\"font-weight: 400;\">Remember, when it comes to recruitment, taking the time to establish and practice effective hiring processes will turn a challenging task into a rewarding experience that will help you find the perfect professional. From determining your organization\u2019s needs to offering a positive candidate experience to being an employer of choice, putting the suggested strategies to work will help you attract and hire the right talent. And remember, just because a candidate isn\u2019t the right fit for one role, this doesn\u2019t mean they won\u2019t be able to benefit your company. With this in mind, when it comes to unsuccessful candidates, it\u2019s always a good idea to <\/span><a href=\"https:\/\/www.intoo.com\/us\/solutions\/candidate-experience\"><span style=\"font-weight: 400;\">offer candidate experience resources to help applicants<\/span><\/a><span style=\"font-weight: 400;\"> with their job search. This can establish a positive bond with candidates and help build a useful talent pool for future use.\u00a0<\/span>\n\n<a href=\"https:\/\/www.intoo.com\/us\/solutions\/\"><span style=\"font-weight: 400;\">INTOO<\/span><\/a><span style=\"font-weight: 400;\"> helps employers of all sizes with cost-effective solutions for every stage of the employee lifecycle, including candidate experience, career development, and outplacement services. <\/span><a href=\"https:\/\/www.intoo.com\/us\/contact\/\"><b>Contact us<\/b><\/a><span style=\"font-weight: 400;\"> to learn how we can make a difference for you and your employees.<\/span>","_et_gb_content_width":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[15],"tags":[],"class_list":["post-39820","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How Organizational Health Supports Change<\/title>\n<meta name=\"description\" content=\"Learn how organizational health affects a company&#039;s resilience during times of change, employee engagement, and long-term business performance.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How Organizational Health Supports Change\" \/>\n<meta property=\"og:description\" content=\"Learn how organizational health affects a company&#039;s resilience during times of change, employee engagement, and long-term business performance.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/\" \/>\n<meta property=\"og:site_name\" content=\"INTOO US\" \/>\n<meta property=\"article:published_time\" content=\"2026-08-12T22:47:40+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-08-12T22:47:49+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_1984419336.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"640\" \/>\n\t<meta property=\"og:image:height\" content=\"360\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"INTOO Staff Writer\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"INTOO Staff Writer\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/\"},\"author\":{\"name\":\"INTOO Staff Writer\",\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/#\\\/schema\\\/person\\\/63a1a396b44a53a5af744d713f1690d1\"},\"headline\":\"Organizational Health: Why It Matters for Employers and HR Leaders\",\"datePublished\":\"2026-08-12T22:47:40+00:00\",\"dateModified\":\"2026-08-12T22:47:49+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/\"},\"wordCount\":1877,\"image\":{\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.intoo.com\\\/wp-content\\\/uploads\\\/sites\\\/5\\\/2026\\\/08\\\/AdobeStock_1984419336.jpeg\",\"articleSection\":[\"HR\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/\",\"url\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/\",\"name\":\"How Organizational Health Supports Change\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.intoo.com\\\/wp-content\\\/uploads\\\/sites\\\/5\\\/2026\\\/08\\\/AdobeStock_1984419336.jpeg\",\"datePublished\":\"2026-08-12T22:47:40+00:00\",\"dateModified\":\"2026-08-12T22:47:49+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/#\\\/schema\\\/person\\\/63a1a396b44a53a5af744d713f1690d1\"},\"description\":\"Learn how organizational health affects a company's resilience during times of change, employee engagement, and long-term business performance.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.intoo.com\\\/wp-content\\\/uploads\\\/sites\\\/5\\\/2026\\\/08\\\/AdobeStock_1984419336.jpeg\",\"contentUrl\":\"https:\\\/\\\/www.intoo.com\\\/wp-content\\\/uploads\\\/sites\\\/5\\\/2026\\\/08\\\/AdobeStock_1984419336.jpeg\",\"width\":640,\"height\":360,\"caption\":\"Close-up of hands of businesspeople around a meeting table over various reports indicating organizational health\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/organizational-health\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Organizational Health: Why It Matters for Employers and HR Leaders\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/#website\",\"url\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/\",\"name\":\"INTOO US\",\"description\":\"Career Development &amp; Outplacement Solutions\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/#\\\/schema\\\/person\\\/63a1a396b44a53a5af744d713f1690d1\",\"name\":\"INTOO Staff Writer\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/bb19d0f6ba78b23c5eaec9140acb0c349f1e70744033e177bae4d85abecc5ae1?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/bb19d0f6ba78b23c5eaec9140acb0c349f1e70744033e177bae4d85abecc5ae1?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/bb19d0f6ba78b23c5eaec9140acb0c349f1e70744033e177bae4d85abecc5ae1?s=96&d=mm&r=g\",\"caption\":\"INTOO Staff Writer\"},\"description\":\"INTOO staff writers come from diverse backgrounds and have extensive experience writing about topics that matter to the HR and business communities, including outplacement, layoffs, career development, internal mobility, candidate experience, succession planning, talent acquisition, and more.\",\"url\":\"https:\\\/\\\/www.intoo.com\\\/us\\\/blog\\\/author\\\/intoo-staff-writer\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"How Organizational Health Supports Change","description":"Learn how organizational health affects a company's resilience during times of change, employee engagement, and long-term business performance.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/","og_locale":"en_US","og_type":"article","og_title":"How Organizational Health Supports Change","og_description":"Learn how organizational health affects a company's resilience during times of change, employee engagement, and long-term business performance.","og_url":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/","og_site_name":"INTOO US","article_published_time":"2026-08-12T22:47:40+00:00","article_modified_time":"2026-08-12T22:47:49+00:00","og_image":[{"width":640,"height":360,"url":"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_1984419336.jpeg","type":"image\/jpeg"}],"author":"INTOO Staff Writer","twitter_card":"summary_large_image","twitter_misc":{"Written by":"INTOO Staff Writer","Est. reading time":"7 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/#article","isPartOf":{"@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/"},"author":{"name":"INTOO Staff Writer","@id":"https:\/\/www.intoo.com\/us\/#\/schema\/person\/63a1a396b44a53a5af744d713f1690d1"},"headline":"Organizational Health: Why It Matters for Employers and HR Leaders","datePublished":"2026-08-12T22:47:40+00:00","dateModified":"2026-08-12T22:47:49+00:00","mainEntityOfPage":{"@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/"},"wordCount":1877,"image":{"@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/#primaryimage"},"thumbnailUrl":"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_1984419336.jpeg","articleSection":["HR"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/","url":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/","name":"How Organizational Health Supports Change","isPartOf":{"@id":"https:\/\/www.intoo.com\/us\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/#primaryimage"},"image":{"@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/#primaryimage"},"thumbnailUrl":"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_1984419336.jpeg","datePublished":"2026-08-12T22:47:40+00:00","dateModified":"2026-08-12T22:47:49+00:00","author":{"@id":"https:\/\/www.intoo.com\/us\/#\/schema\/person\/63a1a396b44a53a5af744d713f1690d1"},"description":"Learn how organizational health affects a company's resilience during times of change, employee engagement, and long-term business performance.","breadcrumb":{"@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.intoo.com\/us\/blog\/organizational-health\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/#primaryimage","url":"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_1984419336.jpeg","contentUrl":"https:\/\/www.intoo.com\/wp-content\/uploads\/sites\/5\/2026\/08\/AdobeStock_1984419336.jpeg","width":640,"height":360,"caption":"Close-up of hands of businesspeople around a meeting table over various reports indicating organizational health"},{"@type":"BreadcrumbList","@id":"https:\/\/www.intoo.com\/us\/blog\/organizational-health\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.intoo.com\/us\/"},{"@type":"ListItem","position":2,"name":"Organizational Health: Why It Matters for Employers and HR Leaders"}]},{"@type":"WebSite","@id":"https:\/\/www.intoo.com\/us\/#website","url":"https:\/\/www.intoo.com\/us\/","name":"INTOO US","description":"Career Development &amp; Outplacement Solutions","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.intoo.com\/us\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/www.intoo.com\/us\/#\/schema\/person\/63a1a396b44a53a5af744d713f1690d1","name":"INTOO Staff Writer","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/bb19d0f6ba78b23c5eaec9140acb0c349f1e70744033e177bae4d85abecc5ae1?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/bb19d0f6ba78b23c5eaec9140acb0c349f1e70744033e177bae4d85abecc5ae1?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/bb19d0f6ba78b23c5eaec9140acb0c349f1e70744033e177bae4d85abecc5ae1?s=96&d=mm&r=g","caption":"INTOO Staff Writer"},"description":"INTOO staff writers come from diverse backgrounds and have extensive experience writing about topics that matter to the HR and business communities, including outplacement, layoffs, career development, internal mobility, candidate experience, succession planning, talent acquisition, and more.","url":"https:\/\/www.intoo.com\/us\/blog\/author\/intoo-staff-writer\/"}]}},"_links":{"self":[{"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/posts\/39820","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/comments?post=39820"}],"version-history":[{"count":8,"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/posts\/39820\/revisions"}],"predecessor-version":[{"id":40052,"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/posts\/39820\/revisions\/40052"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/media\/40051"}],"wp:attachment":[{"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/media?parent=39820"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/categories?post=39820"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.intoo.com\/us\/wp-json\/wp\/v2\/tags?post=39820"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}