Most organizations and small businesses don't have a systematic way to understand what their people think, feel, or need. Suttle Insights brings the same caliber of survey design, team assessment, and workforce diagnostics — once reserved for corporations with dedicated HR analytics teams — at a fixed project fee built for your size.
You don't need a full-time HR analytics department to understand your people. You need the right questions, the right analysis, and a report your leadership team can actually use.
Understand what employees are experiencing, what's working, and what your organization should focus on next, delivered as a clear report with prioritized recommendations and an action plan leadership can use right away.
Learn moreGet a structured, honest picture of how a specific team is functioning, whether you're sustaining strong performance, navigating a growth period, or working through friction that's starting to affect results.
Learn moreUnderstand how your workforce is experiencing a significant change and get a clear picture of what to do next.
Learn moreFind out whether training is the right solution, what to prioritize, and where development investment will make the most difference.
Learn moreDefine clear, consistent performance expectations so managers can evaluate fairly and employees know what's expected.
Learn moreSuttle Insights is a deliberate nod to the nature of the work — the most valuable things this practice surfaces are rarely the ones anyone was already looking for.
I work with organizations that have real workforce complexity but no dedicated HR analytics function to make sense of it. Multiple roles, multiple levels, sometimes multiple locations — and leadership teams making decisions about their people without a clear picture of what's actually going on.
This kind of work should be accessible to any organization that takes its people seriously. Budget and headcount shouldn't be the reason it isn't.
Tell me what's going on with your workforce and we'll figure out together which service fits. No pitch, no pressure, and no commitment until you decide to move forward.
No commitment required. Discovery calls are 30 minutes by phone or video.
A custom survey deployed to your workforce, analyzed for patterns and themes, and delivered back as an executive-ready report with prioritized recommendations and a concrete action plan.
Understand what your employees are experiencing, what's getting in the way, and what to do next.
For most leadership teams, the honest picture of what employees are experiencing lives in hallway conversations and exit interviews. A listening survey changes that. Whether you're trying to get ahead of emerging concerns, establish a first real listening baseline, make sense of a period of growth or change, or simply confirm that what seems to be working is actually working, an Employee Listening Survey & Action Plan gives you a structured, professionally designed instrument deployed to your workforce, analyzed for patterns and themes, and delivered as a clear report your leadership team can read, discuss, and act on. The report includes specific, prioritized recommendations and a concrete action plan.
The report is not the outcome. The actions your organization takes are the outcome. Every engagement closes with a written plan and a live walkthrough with your leadership team.
Every survey is built around your specific workforce. For smaller teams, the methodology adapts: when response volume is limited, analysis leads with themes and careful interpretation rather than statistics, so the findings stay honest and useful regardless of headcount.
A listening engagement typically runs 4–6 weeks from first call to final report. Start with a conversation — it's free, and there's no commitment until you've seen the proposal.
Fixed-fee engagement. No hourly billing. No commitment until you've seen the proposal.
A structured, multi-dimensional evaluation of how your team is actually working across processes, climate, and role interdependence, including a perception gap analysis that shows where team members see things differently.
Understand how your team is really functioning, where alignment is strong, and where friction or perception gaps need attention.
Most teams never get a clear, honest picture of how they're actually functioning. A Team Health Diagnostic provides that picture, whether a team is navigating growth, working through a leadership change, dealing with friction that's affecting results, or simply wanting to understand what's making it work. It's a structured, multi-dimensional evaluation examining three distinct layers simultaneously:
What makes this service different is the perception gap analysis. Most team surveys report averages. Averages hide the real story. When one team member rates trust at a 5 and another rates it at a 2, the mean of 3.5 tells you almost nothing useful. This assessment examines variance, explicitly mapping where they see the team differently. That disagreement is often the most diagnostic signal of all.
The deliverable is a Team Dynamics Report with clear areas of strength, prioritized opportunities, and targeted, evidence-based recommendations your team lead or manager can act on immediately.
Whether your team is performing well and you want to protect it, or friction is starting to affect results — a clearer picture changes what's possible. The first conversation is free.
Fixed-fee engagement. No hourly billing. No commitment until you've seen the proposal.
A structured diagnostic that combines focus groups and a validated survey to show how your workforce is experiencing a significant change, and what your leadership team should do next.
Understand how your workforce is experiencing a significant change, what's helping, what's getting in the way, and what to do next.
Change is rarely a single moment. It's a restructuring that happened six months ago that still has people unsettled. A technology rollout that technically launched but never quite landed. A leadership transition that left the organization misaligned in ways no one has fully named. Or a change on the horizon that leadership suspects the workforce isn't ready for.
The Change Readiness Pulse & Roadmap is a structured diagnostic built for all of it: changes that are coming, changes that are underway, and changes that are already behind you. It's also the right service for organizations that want a deeper, more targeted look at employee sentiment and engagement around a specific strategic initiative or challenge, beyond what a general listening survey covers.
Through a structured combination of stakeholder focus groups and a survey designed around the factors that matter most: change readiness, management support, communication clarity, and employee confidence. Together, these develop a complete picture of where your organization stands and what specific steps will move things forward.
The deliverable is a consulting report with root cause analysis, prioritized findings, and tailored recommendations your leadership team can act on. Practical, evidence-based, and specific to your organization's culture, structure, and resources. Not generic best practices, but a real plan built from what your people actually told us.
Or trying to understand why a change that already happened still hasn't fully landed? Either way, that's exactly what this is built for. The first conversation is free.
Fixed-fee engagement. No hourly billing. No commitment until you've seen the proposal.
Before your organization invests in training, find out whether training is actually the right fix, what to prioritize, and where development investment will make the most difference.
Understand what's actually behind the performance gap, whether training is the right response, and where a development investment will have the most impact.
When performance isn't where it should be, training is often the first thing organizations reach for. Sometimes that's the right call. Often it isn't. The problem might be a process issue, a tool gap, unclear expectations, or a management routine that needs attention. Training cannot address any of these.
A Training Needs Assessment helps you figure out which one you're dealing with before committing the budget. Through leadership interviews and a targeted questionnaire with role incumbents, this service maps what the role actually requires, where genuine capability gaps exist, and whether training is the right solution. The result is a clear, prioritized report that tells you what to train, who needs it most, and why, along with any non-training barriers that should be addressed first.
This service identifies what training is needed and why. It does not design or deliver the training itself. The report gives you the clarity to make a confident development investment. For organizations that want a head start on structuring the training itself, a high-level learning outline for the top-priority need is available as an add-on.
Most organizations find out after spending the budget. This is how you find out before. Tell me what performance gap you're trying to close — the first conversation is free.
Fixed-fee engagement. No hourly billing. No commitment until you've seen the proposal.
Custom performance expectations for a specific role or team, grounded in what the job actually requires and described in clear, observable behavioral terms so managers can evaluate consistently and employees know what's expected.
Define what good performance looks like in observable terms so managers can give feedback consistently and employees know what's expected.
For most organizations, performance reviews are an afterthought. A generic template gets dusted off once a year, ratings vary from manager to manager, and the process feels arbitrary to the people on the receiving end. That's not a people problem. It's a design problem.
A Performance Standards & Review Toolkit gives your organization a custom set of performance expectations for a specific role or team, grounded in what the job actually requires and described in clear, observable behavioral terms. Managers walk away with a tool they can apply consistently. Employees have a transparent standard to work toward. And performance conversations become specific, credible, and easier to navigate for everyone involved.
Consistent language and a structured process. Every manager evaluates against the same behavioral standard, so ratings reflect actual performance, not personal style or relationship history.
Clear expectations and a fair process. People know what strong performance looks like before the review happens, not after. That transparency changes the conversation entirely.
A defensible, evidence-based process. Performance decisions grounded in observable behavior, not gut feel, are easier to explain, support, and stand behind when it matters.
The work starts with conversations with the people closest to the role: managers who evaluate it and the people who do it. Their real examples of what strong, solid, and developing performance looks like become the foundation, rather than generic competency frameworks imported from somewhere else. Two tiers are available: a practical role scorecard for organizations that need clear standards quickly, and a more rigorously validated instrument for higher-complexity needs.
If your managers are evaluating in their own way and your employees don't know what to aim for, the toolkit solves both. The first conversation is free.
Fixed-fee engagement. No hourly billing. No commitment until you've seen the proposal.
Suttle Insights is a one-person consulting practice built on the belief that smaller businesses deserve the same quality of people analytics that large organizations take for granted.
Industrial-Organizational (I/O) psychology is the scientific study of human behavior in the workplace. It applies structured research methods and psychological principles to the questions every organization faces.
I/O psychologists are trained to design the surveys, assessments, and diagnostic tools that answer these questions reliably, analyze the data with appropriate methodology, and translate findings into recommendations grounded in evidence rather than instinct.
It is one of the most practically applicable fields in psychology, and one of the least visible to the small businesses that could benefit from it most.
I'm an Organizational Development professional and I/O Psychology practitioner with a background spanning employee listening, people analytics, psychometrics, and applied consulting.
In my day-to-day work, I'm embedded on the Talent & Organizational Capabilities team at Lockheed Martin, where I lead data strategy with a focus on organizational culture and employee listening, supporting a workforce of over 15,000 people. That means designing surveys, analyzing open-text responses at scale, and building executive-ready dashboards that translate complex people data into the kind of clear, actionable insight leadership teams can actually use.
Before that, I worked as an Associate Psychometrician and as a Human Capital Consultant, where I ran real client engagements: everything from initial scoping calls and focus groups through to final presentations and written deliverables. I've worked with federal government agencies, nonprofit organizations, and credentialing bodies.
Suttle Insights exists because every organization deserves access to honest, substantive people analytics, and cost or headcount shouldn't be the reason it stays out of reach.
The methodology is research-backed. The report is written for a business owner, not an academic journal.
Every engagement has a clear beginning, middle, and end. You know what you're getting before we start.
I scope each engagement to what you actually need, not what generates the most follow-on work.
A report that sits in a drawer isn't useful. Every deliverable is built around what you can actually do next.
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If you're not sure what you need yet, that's exactly what the discovery call is for.
Tell me what's going on with your organization. I'll be straightforward about whether and how I can help.
Not sure which service fits? Don't have a clear scope yet? That's what the discovery call is for. It's 30 minutes, no commitment, and completely free.
Denver, CO, serving clients remotely nationwide
aidan@suttleinsights.com
I respond to all inquiries within 1–2 business days
We'll talk through your workforce situation, what questions you're trying to answer, and your organization's size and structure. By the end of 30 minutes, you'll have a clear sense of which service fits, and what it would cost. No pressure, no pitch.