The FocusWize Audit
Find the friction. Understand the cause. Build a practical response.
A structured engagement for organisations that want to understand where the way work is set up is holding back capable people, including neurodivergent employees, and to fix it. Most clients start with a 3–4 week Guardrail Snapshot.
01 — Where to start
Step 1: the Guardrail Snapshot
A low-commitment first step. You get a clear picture of where friction sits and what to fix first, before committing to a longer engagement. If the findings justify it, the full audit builds on the same baseline.
3–4 weeks · one team or function
What you receive
Fees are agreed in writing before any work starts.
Book a Guardrail Snapshot- 01A short, anonymised survey of managers and team members.
- 02Manager interviews and a review of key workflows.
- 03A Guardrail scorecard with red, amber and green ratings, plus baseline people measures.
- 04A prioritised action list and a 60-minute leadership debrief.
02 — How the audit works
Step 2: a structured cycle, not a one-off report
The full FocusWize Audit typically runs for 3–6 months. Its aim is not a report on a shelf, but change you can measure against the baseline.
01
Assess
A structured assessment of workplace, management and performance factors across the agreed teams, to find where communication, workflow or management friction is affecting delivery.
You receiveSurvey results and a baseline of people measures.
02
Report
Key findings, areas of friction and practical recommendations, giving leaders a clear basis for deciding what to change.
You receiveA written report with prioritised recommendations.
03
Implement
The organisation puts the agreed recommendations and Managerial Guardrails in place, across communication, priorities, workflow, expectations, accountability, feedback and checkpoints. Changes are designed to work within your existing environment.
You receiveGuardrail designs for each team, and manager training.
04
Embed
Time for the new practices to become part of normal working, while the organisation monitors how they work in practice.
You receiveImplementation support for managers.
05
Reassess
The same areas are assessed again and compared with the baseline, to show progress and identify remaining friction.
You receiveA before-and-after comparison and recommended next steps.
03 — Sample deliverable
The Guardrail scorecard
Each Guardrail is rated red, amber or green for the team, with a short note on what the evidence showed. This example uses invented data to show the format.
Illustrative example · not client data
| Guardrail | Rating | What the Snapshot found |
|---|---|---|
| Definition of Done | Red | Finished state rarely agreed at assignment; most rework traced to unclear scope. |
| Clear Priorities | Amber | Team named three different “top priorities” in the survey. |
| Text-First Instructions | Amber | Decisions recorded for client work, not for internal tasks. |
| Structured Checkpoints | Red | No scheduled reviews; managers report frequent chasing. |
| Explicit Accountability | Green | Owners and dates recorded in the project tool. |
| Consistent Feedback | Amber | Feedback mostly given at quarterly reviews. |
| Protected Focus Time | Red | Open-plan office; no agreed quiet periods. |
| Purposeful Meetings | Green | Agendas used; actions circulated. |
| Clear Adjustments Route | Amber | Policy exists; few staff know how to use it. |
04 — What we need from you
Before we start
- A senior sponsor who owns the outcome.
- Access to one team or function, and time for manager interviews and a short survey.
- Any existing people data you are happy to share, such as turnover or time to hire. This is optional.
- Agreement on what will be measured before work begins.
05 — Your data
Teams, not diagnoses
- We assess teams and systems, not individuals’ diagnoses.
- Nobody is asked to disclose a condition to take part.
- Survey responses are anonymised, and results are reported at team level with minimum group sizes.
Start with a Guardrail Snapshot
See where good work gets stuck.
A focused 3–4 week diagnostic of one team or function. You see where friction is costing you performance and what to fix first, before committing to anything larger.