Rapid growth
The organisation that worked with 10 people becomes inefficient at 30 or 50.
Structural diagnostic & organisational transformation Organisational audit: analyse your structure, processes and how you operate
We carry out a complete diagnostic of your organisation to identify dysfunctions, clarify responsibilities, streamline processes and build a concrete, prioritised transformation plan.
Structure, processes, roles, communication and steering are analysed at 360° to understand not only what is not working, but above all why.
360° diagnostic
Report within 3 to 6 weeks
Sector benchmark
Operational transformation plan
What you get
At the end of the organisational audit
A clear view of your organisational strengths and weaknesses, identified efficiency levers, and a prioritised transformation plan to optimise your structure.
3–6
weeks
from €2,900
excl. VAT
360°
Structure & processes
At the end of the audit, you have an objective view of the dysfunctions and a prioritised action plan.
Understand the audit
What is an organisational audit?
An organisational audit is a structured analysis of how a company or organisation operates. It examines the distribution of responsibilities, processes, information flows, decision-making methods and how teams interact.
This organisational diagnostic sits within a broader Audit & Advisory engagement. The aim is to identify the gaps between the current organisation and the way it needs to operate to achieve the company's objectives, then to propose a concrete organisational transformation.
Observe
Understand how the organisation actually works, beyond theoretical procedures.
Diagnose
Identify dysfunctions, duplications, grey areas and dependencies.
Transform
Prioritise the actions that will lastingly improve the organisation.
An organisational audit does not only look for what is not working: it looks for why it is not working.
Organisational audit vs process audit
Organisational audit or process audit: what is the difference?
| Organisational audit | Process audit |
|---|---|
| Global view | Targeted analysis |
| Structure | Steps of a process |
| Responsibilities | Operational flows |
| Communication | Lead times |
| Governance | Local dysfunctions |
| Steering | Process performance |
A process audit can form part of an organisational audit, but an organisational audit analyses how the company operates more broadly. It also differs from an internal quality audit, which focuses on compliance with a framework.
When should you carry out an audit?
When should you carry out an organisational audit?
Unclear responsibilities
Several people work on the same topics, or some decisions have no clear owner — a typical signal to structure governance.
Overly complex processes
Too many steps, approvals, files or manual interventions — often the starting point for process automation.
Communication issues
Lost information, teams working in silos, or poorly communicated decisions.
Declining performance
Lead times getting longer, recurring errors, or productivity deteriorating.
Reorganisation
Merger, change of leadership, new team, or a shift in activities — often paired with change management.
Digitalisation
The company wants to automate or roll out new tools (ERP/CRM) but its processes are not structured enough.
Preparing a transformation
Implementing an ERP, a QMS, ISO 9001 certification, internationalisation, or a major change to the business model.
Quick diagnostic
Quickly assess your organisation’s maturity
Five dimensions, an indicative score — to identify your priorities before a full audit.
Organisational maturity
Overall score
52 / 100
Level
Needs structuring
Priorities
3 areas
Main points of attention
- clarify responsibilities
- formalise priority processes
- structure steering indicators
Recommended level of support
Complete organisational audit
Have my organisation analysed
Indicative diagnostic based on your answers. It does not replace a full analysis of processes, roles, data and organisational practices.
Audit scope
What we analyse in your organisation
Organisation analysis covers every dimension of your organisation — not just your org chart.
Organisational structure analysis
Review of the org chart, entities, hierarchy levels and distribution of responsibilities
Process mapping
Identification and modelling of your key processes, their interactions, bottlenecks and redundancies
Roles and responsibilities assessment
Analysis of job descriptions, overlapping areas, gaps and clarity of decision-making scope
Communication flow analysis
Assessment of internal communication channels, decision circuits and information blockers
Tools & working systems
How tools support or complicate processes: duplicates, re-keying, workarounds and underused features
Steering & decision-making
Analysis of indicators, steering rituals, decision circuits and how trade-offs are made
Sector benchmarking
Comparison of your organisation with sector best practices and identification of gaps
Transformation plan
Prioritised roadmap to optimise your organisation, with short-, medium- and long-term actions
Our method
How do we carry out your organisational audit?
A 10-step approach — from scoping to the transformation plan — for an actionable diagnostic, not a theoretical report.
Scoping
Objectives, scope, teams involved and perceived difficulties.
Document collection
Org charts, processes, procedures, tools, reports and existing documents.
Interviews
Leadership, managers and the people involved.
Process observation
Analysis of how work actually happens, the steps and the interactions.
Mapping
A representation of roles, flows, dependencies and processes.
Gap analysis
Identification of dysfunctions, risks and inefficiencies.
Benchmark
Comparison with practices observed in comparable organisations, when relevant.
Prioritisation
Ranking of recommendations by impact, urgency and complexity.
Debrief
Presentation of the diagnostic and discussion with leadership.
Transformation plan
A concrete roadmap with actions, owners and order of priority.
Before / after
What an organisational audit helps to clarify
Before
- overlapping responsibilities;
- processes that depend on individuals;
- numerous approvals;
- scattered information;
- slow decisions;
- redundant tools;
- no shared KPIs;
- difficulties that are hard to objectify.
After
- clarified roles;
- mapped processes;
- friction points identified;
- formalised responsibilities;
- simplified flows;
- defined indicators;
- objectified priorities;
- a transformation roadmap.
RACI / responsibilities
Clarify who decides, who delivers and who must be consulted
Example of a RACI matrix
| Activity | Leadership | Manager | Team | Support |
|---|---|---|---|---|
| Budget approval | A | R | I | C |
| Request handling | I | A | R | C |
| Reporting | C | A | R | I |
R Responsible for execution
A Accountable / validation
C Consulted
I Informed
When relevant, the audit can formalise a RACI matrix to remove ambiguity between roles.
Process mapping
Map processes to see where the organisation loses time
At each step, the audit identifies the owner, tools, lead time, data, blockers and approval.
-
Client request
- owner
- tools
- lead time
- data
- blockers
- approval
-
Qualification
- owner
- tools
- lead time
- data
- blockers
- approval
-
Validation
- owner
- tools
- lead time
- data
- blockers
- approval
-
Production
- owner
- tools
- lead time
- data
- blockers
- approval
-
Control
- owner
- tools
- lead time
- data
- blockers
- approval
-
Delivery
- owner
- tools
- lead time
- data
- blockers
- approval
Organisational inefficiency often appears between two teams rather than inside a single team.
Symptoms vs causes
We look for the structural causes behind the symptoms
-
Symptom
long lead times
Structural cause
excessive validation / unclear responsibilities
-
Symptom
recurring errors
Structural cause
undocumented process / manual handoffs
-
Symptom
manager overload
Structural cause
overly centralised decisions
-
Symptom
underused tools
Structural cause
poorly designed process before digitalisation
-
Symptom
endless meetings
Structural cause
lack of indicators or clear responsibilities
Fixing only the symptom often just moves the problem elsewhere.
What you receive
The deliverables of your organisational audit
Depending on the package, you leave with an actionable file for management — not a theoretical report.
Diagnostic summary
Organisational mapping
Process mapping
Role analysis
RACI matrix when relevant
Communication-flow analysis
List of dysfunctions
Benchmark
Organisational maturity score
Recommendations
Impact / effort prioritisation
Transformation roadmap
Action plan
Presentation to management
For larger assignments
Transformation support
Tracking indicators
3 or 6-month review
Impact / effort matrix
Not all recommendations should be rolled out at the same time
The audit ranks each action by impact and effort required, to sequence the transformation plan.
| Impact level | Low effort | High effort |
|---|---|---|
| High impact | Quick wins | Priority projects |
| Low impact | Improvements | Defer |
Quick wins
- clarify a responsibility;
- remove an unnecessary approval;
- centralise a document.
Structural project
- redesign a process;
- deploy an ERP;
- reorganise a team.
Transformation
From diagnosis to transformation
The audit does not stop at a report. You choose how far to go: the diagnosis, the plan, or change management support.
-
Audit only
Diagnosis + recommendations.
-
Audit + transformation plan
Detailed roadmap, prioritisation and organisation of actions.
Includes the diagnosis
-
Most popular
Audit + support
Change tracking, workshops, governance and results review.
Includes the audit and the plan
See the support package →
From diagnosis to business structuring
Once dysfunctions have been objectified, the structuring engagement designs the target organisation and rolls it out with your teams.
Business structuringOur pricing
How much does an organisational audit cost?
Cost depends on your organisation size, audit scope and depth of analysis required. Quote provided within 48 hours.
SME organisational audit
€2,900 – 5,500 excl. VAT
SMEs up to 100 employees
- Structure analysis
- Key process mapping
- Diagnostic report
- Debrief with management (2h)
Complex / mid-market organisational audit
€5,500 – 12,000 excl. VAT
Mid-market 100 to 500 employees
- Multi-entity / multi-site audit
- Cross-department flow analysis
- In-depth sector benchmarking
- Transformation plan with milestones
- Executive committee debrief
Full support
Audit + transformation
€9,000 – 20,000+ excl. VAT
SME/mid-market with transformation project
- 360° organisational audit
- Detailed transformation plan
- Implementation support
- Change management support
- 3 to 6 months follow-up included
Indicative pricing — a tailored quote is provided within 48 hours based on your exact scope.
Organisational audit quote
What factors influence the price of an organisational audit?
The quote is based on your context — not a single flat fee. These points are clarified in the first conversation.
Organisation size
Number of employees, sites and teams.
Scope
A specific function or the whole company.
Number of interviews
Management only, or several hierarchical levels.
Number of processes
The more activities there are, the more mapping is required.
Organisational complexity
Multi-site, subsidiaries, support functions, international.
Level of deliverable
Simple diagnostic vs detailed transformation plan.
Support
Audit only, or implementation follow-up.
What is an organisational audit?
An organisational audit is a structured analysis of how a company is organised: structure, processes, roles and responsibilities, communication flows and governance. It identifies inefficiencies and leads to concrete recommendations to improve performance.
Why carry out an organisational audit?
To make dysfunctions visible, clarify responsibilities, streamline processes and prioritise a transformation plan. It is especially useful during rapid growth, mergers and acquisitions, reorganisation, declining performance, high turnover or before a strategic transformation.
How do you carry out an organisational audit?
An organisational audit follows a structured sequence: scoping → collection → interviews → mapping → analysis → recommendations → debrief. This chain leads to an actionable diagnostic. See the method.
Who should take part in the audit?
Management takes part in scoping and the debrief. Depending on the scope, managers, process owners and some employees are involved through interviews or workshops.
How long does an organisational audit take?
For an SME: 3 to 6 weeks. For a mid-market company: 6 to 12 weeks depending on complexity. The interview phase typically lasts 1 to 2 weeks, with limited disruption for your teams.
How much does an organisational audit cost?
An SME audit typically ranges from €2,900 to €5,500 excl. VAT. A complex / mid-market audit from €5,500 to €12,000. Transformation support starts at €9,000. Price depends on size, scope, number of interviews and level of support. See pricing.
What documents need to be provided?
Org charts, job descriptions, existing processes and procedures, reports, and any document describing tools and how the organisation currently works. A lack of documentation does not prevent the audit: it is part of the diagnostic.
Does the audit involve employees?
Depending on the scope, yes, through interviews or workshops. Involvement remains targeted and minimally disruptive.
Can you audit a single department only?
Yes. The audit can cover one function, one site or the whole company.
What is the difference between an organisational audit and a process audit?
A process audit is a targeted analysis of the steps, flows, lead times and dysfunctions of a process. An organisational audit has a broader view: structure, responsibilities, communication, governance and steering. A process audit can form part of an organisational audit. See the comparison.
What is the difference between an organisational audit and a quality audit?
An internal quality audit checks whether processes comply with a quality framework (QMS, ISO 9001) and identifies nonconformities. An organisational audit diagnoses how the company operates: structure, roles, communication, governance and performance. They are complementary, not interchangeable.
Can you then support the reorganisation?
Yes. The audit alone delivers the diagnostic and recommendations. Support can then cover the transformation plan, workshops, governance and results review. See the support levels.
Do the results remain confidential?
Yes. Results remain confidential, in line with contractual commitments and agreed confidentiality rules.
How do you prioritise recommendations?
By impact, urgency, complexity and dependencies, including through an impact / effort matrix.
When do you see the first results?
Quick wins can produce effects quickly. Structural transformations — process redesign, reorganisation, tool roll-out — take more time.
Ready to diagnose your organisation so you can transform it better?
Our organisation consultants analyse your structure and deliver a concrete transformation plan. First conversation free, no obligation.
Request an organisational diagnostic
From €2,900 excl. VAT
Report within 6 weeks
Transformation plan included