01 / DIAGNOSTICS
Targeted Workforce Diagnostic
Staff surveys, employee engagement research and focused investigation of a specific workforce issue or concern.
Explore this service →Services
Research tailored to the decisions you need to make.
IWRE offers three services covering staff surveys and employee engagement research, employee experience and lifecycle reviews, and programme evaluation. Each is shaped around your organisational context, available evidence and agreed project scope.
IWRE’s offer
Choose the right level of enquiry.
Methods and deliverables are selected for each project, based on the question and workforce context, and confirmed in the proposal.
02 / LIFECYCLE
Full Employee Lifecycle Audit
Employee experience research across the employee journey, including recruitment, onboarding, retention and exit interview analysis.
Explore this service →03 / EVALUATION
Workforce Impact Evaluation
Programme evaluation of workforce initiatives, policies or organisational change, including training, wellbeing, inclusion and leadership programmes.
Explore this service →Have a question first? See the frequently asked questions.
01 / TARGETED RESEARCH
Targeted Workforce Diagnostic
Staff surveys, employee engagement research, targeted workforce reviews and investigation of specific workplace concerns.
A focused investigation of a defined workforce question. The diagnostic helps an organisation understand a particular issue, and the factors behind it, before deciding what action to take.
Suitable when
- A specific concern has emerged, such as low engagement, high turnover in one area or recurring feedback about management.
- Leaders need independent, proportionate evidence within a limited timescale.
- An organisation wants a staff survey designed, delivered or analysed independently.
Example research questions
- How do employees experience internal communication?
- What is influencing engagement or retention in a particular team or role?
- How are management practices perceived across the organisation?
- What lies behind a recurring theme in existing staff feedback?
Methods may include
Depending on scope: staff survey design and analysis, interviews, facilitated discussions, targeted document review or analysis of existing workforce information.
Typical deliverables
An agreed research plan and a concise findings report setting out key themes, the strength of the evidence, its limitations and prioritised recommendations. A summary briefing may be included where agreed.
02 / COMPREHENSIVE REVIEW
Full Employee Lifecycle Audit
Employee experience research, recruitment and onboarding reviews, retention analysis, exit interview analysis and relevant HR or people-process reviews.
A structured review of workforce practices and experiences across stages of the employee journey. It helps an organisation understand how its people processes connect and where experiences differ from what policies intend.
The precise stages examined depend on the agreed scope. A review may cover the full lifecycle or concentrate on selected stages, such as onboarding and early retention.
Suitable when
- An organisation wants a wider view of employee experience rather than one isolated issue.
- Retention, progression or early-leaver patterns raise questions that span several processes.
- People policies and processes are being reviewed or redesigned.
Example research questions
- How do recruitment and onboarding experiences compare with what new starters were led to expect?
- Are development and progression processes clear and consistently applied?
- What influences retention, and what do exit interviews and leaver data indicate?
- Where do experiences differ between groups, roles or locations?
Methods may include
Depending on scope: policy and process mapping, document review, employee experience surveys, interviews, exit interview analysis and analysis of relevant workforce metrics.
Typical deliverables
A map of the lifecycle stages reviewed, an evidence-based assessment of strengths and gaps, cross-cutting themes and a prioritised improvement roadmap.
03 / PROGRAMME EVALUATION
Workforce Impact Evaluation
Programme evaluation and assessment of workforce initiatives, including relevant training, wellbeing, inclusion or leadership programmes.
An evaluation of a workforce initiative, policy, programme or organisational change against its intended objectives. Evaluations can take place during delivery or after a programme has been completed.
Suitable when
- An organisation needs to understand whether an initiative is working before extending, revising or ending it.
- Funders, boards or senior leaders require an independent assessment.
- Lessons are needed to inform the design of future programmes.
What an evaluation can examine
- Implementation: whether the programme was delivered as planned, and what helped or hindered delivery.
- Participant experience: how those involved experienced the programme, and how relevant and accessible they found it.
- Evidence of outcomes: what changed, and how confidently those changes can be linked to the programme given the evidence available.
Example research questions
- Was the initiative delivered as intended, and to the intended participants?
- How did participants experience the programme?
- What changed, and what other factors may explain the observed outcomes?
- What should be continued, adapted or stopped?
Methods may include
Depending on data availability: theory of change development, an evaluation framework, baseline and follow-up evidence, participant surveys, interviews, stakeholder feedback and outcome analysis.
Typical deliverables
An evaluation framework and a report covering implementation, participant experience and observed outcomes, with limitations and recommendations for improvement.
Project scope and fees
No one-size-fits-all quotation.
Fees are quoted according to the project scope, research methodology, organisational requirements and agreed deliverables. IWRE does not publish fixed prices.
Following an initial consultation, a written proposal sets out the agreed methodology, deliverables, timetable, responsibilities and project fee, together with any assumptions and practical constraints.
Reports set out clearly what the evidence shows and how confidently conclusions can be drawn.
See how projects are runFAQ
Frequently asked questions.
What workforce research services does IWRE provide?
IWRE provides three services. The Targeted Workforce Diagnostic covers staff surveys, employee engagement research and focused reviews of specific workplace concerns. The Full Employee Lifecycle Audit examines employee experience across stages such as recruitment, onboarding, retention and exit, including exit interview analysis. The Workforce Impact Evaluation assesses workforce initiatives such as training, wellbeing, inclusion or leadership programmes.
How much does an independent staff survey or workforce review cost?
Fees are quoted for each project according to the project scope, research methodology, organisational requirements and agreed deliverables. Following an initial consultation, a written proposal sets out the project fee alongside the methodology, deliverables and timetable. Receiving a proposal does not commit an organisation to proceed.
How long does a typical research project take?
Timescales depend on the scope of the project, access to participants, the availability of existing data and any internal approvals required. A focused research engagement may be planned around approximately six weeks. Broader lifecycle reviews and evaluations may require longer. The timetable for each project is agreed in the proposal.
Can IWRE analyse existing staff survey or exit interview data?
Yes. Existing staff survey results, exit interview records and other workforce information can be analysed on their own or alongside new research. Data-sharing arrangements, including whether information should be anonymised or pseudonymised before it is shared, are agreed before any data is transferred. IWRE also assesses the quality and completeness of the data so that findings are interpreted appropriately.
How are employee confidentiality and data protection addressed?
Arrangements are agreed with the client before any data collection begins. These cover each party’s role under data protection law, what information is collected, who can access it, how findings are reported and how long information is kept. Findings are normally reported at an aggregate or thematic level to reduce the risk of individuals being identified. Participants are told clearly what level of confidentiality applies to their contribution, which is particularly important in small teams.
Can IWRE evaluate an existing workplace programme?
Yes. IWRE can evaluate programmes that are under way or have been completed, such as training, wellbeing, inclusion or leadership initiatives. An evaluation may examine how the programme was implemented, how participants experienced it and what evidence exists of its outcomes. Where baseline or comparison data exist, they strengthen the assessment of impact.
Does IWRE work with public-sector organisations?
IWRE welcomes enquiries from public-sector organisations. Any procurement requirements can be raised at the enquiry stage so that they are reflected in the project scope.
How can an organisation request a proposal?
Send a brief outline using the project enquiry form or email hello@iwre.co.uk. IWRE will arrange an initial consultation to clarify the question, context and constraints. Where the project is a suitable fit, a written proposal and quotation follow.
Better workforce decisions begin with better evidence.
Discuss an independent research or evaluation project, or request a project quotation.