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Workforce Diagnostic

Also available in workflows

This specialist runs in chat and as a node you can add to a workflow for repeatable, scheduled runs. See the Agent Catalog for how the two relate.

Overview​

Workforce Diagnostic takes your people data and turns it into a health check of the workforce as a whole. It looks at three things together: how your workforce is composed, what it's capable of, and where the gaps are.

Composition covers head count, demographics, tenure, and turnover. Capability covers the skills and performance your people bring. Gaps pull the two together to show where you're short — in skills, in capacity, or in resources — and what to do about it.

Reach for this when you're taking stock of an organization or department, preparing a people-strategy review, or building the evidence base for a workforce plan. Where Skills Diagnostic zooms into the skills landscape specifically, Workforce Diagnostic gives you the broader picture: who you have, how they're distributed, and how well the workforce is holding up.

What you'll need​

  • Workforce data. Head count, and where you have it, department and location breakdowns, tenure, turnover, skill levels, and performance metrics.
  • The scope. Which department or the whole organization you want diagnosed.
  • Optional context. Any specific concern you're investigating — retention, a capability shortfall, an upcoming reorganization.

When data is incomplete, Ellie tells you what's missing and asks a focused question rather than inventing figures — so the report reflects your reality, not guesses.

How to ask​

Point Ellie at your data and ask for the full diagnostic.

Run a workforce diagnostic on the attached head count and tenure data —
composition, capability, and where our biggest gaps are.

Focus on a concern.

Diagnose our Sales department with a focus on turnover and tenure. Data
attached. Flag the retention risks.

Ask for the gap view.

Using this workforce data, give me a capability assessment and a summary of
our most critical gaps with recommended actions.

What you get​

Three connected reports:

  • Workforce Composition Report — an executive summary, head count broken down by department, location, and level, demographic and tenure analysis, turnover metrics with the trend, and recommendations.
  • Capability Assessment — an overview of organizational capability, skill distribution against required levels, a strengths analysis, performance metrics, and a read on current capacity and utilization.
  • Gap Analysis Summary — the critical gaps ranked by severity and priority, specific skills and resource shortfalls, a remediation plan, and an implementation timeline.

As a workflow node, these come out as structured reports you can export and re-run as your workforce changes.

Tips​

  • Bring the fullest data you have — head count, tenure, turnover, skills, and performance all feed different parts of the diagnostic.
  • If Ellie asks a follow-up question, it's filling a real gap in the data; answering it sharpens the whole report.
  • Run the whole organization for a strategic baseline, or one department when you're investigating a specific issue.
  • Use the Gap Analysis Summary's timeline as the starting point for an actual remediation plan with owners.
  • For a skills-only deep dive — inventory, proficiency, and priorities — use Skills Diagnostic.