Climate Surveys: a photography of the organizational culture

The importance of Climate Surveys

The importance of Climate Surveys

Organisational Climate is defined as the environment in the organisation, resulting from a collective perception regarding employees’ emotions and behaviours. This perception has an impact on the experience and alignment of employees with their organisation.

Some organisations conduct Climate Surveys only once a year. In a period of great uncertainty and upheaval (such as the year 2020), there is greater instability, resulting in a phase of change, considering that employees may change their goals, motivations, or even experience changes on a personal level. Therefore, it is necessary to carry out these studies systematically and periodically, in order to prevent future problems of alignment and connection with the organisational culture. 

Some challenges such as high employee turnover, lack of motivation and lack of productivity in teams can be overcome at an early stage if the causes are correctly identified. It is even more important to be able to identify which factors may be influencing, in a positive or negative way, the organisational climate, in order to use them as decision-making tools.

It is essential to obtain results on Organisational Climate from a general point of view of the whole organisation, but it is also crucial to be able to detail the analysis by teams and/or departments. This detailed analysis allows the early recognition of gaps in the work environment of employees in certain groups, since leadership has a significant impact on climate.

Challenges from the pandemic

If before 2020 the challenges of measuring and managing the organisational climate were complex, in a pandemic period this challenge has become even greater.

The SARS-COV-2 pandemic has accelerated a much-debated trend among Human Resources professionals – the flexibilisation of work. If, on the one hand, it is a benefit for employees to have flexibility as to their choice of workplace, and even their working hours, it is, on the other hand, a challenge for HR professionals to manage people at a distance.

Managing teams remotely brings with it very different challenges in terms of aligning and connecting employees with their teams, with their leaders, and even with the organisation itself. It is therefore crucial to adjust employee information gathering practices in order to be able to take effective measures to improve their connection with the company.

Engagement Thermometer

The Engagement Thermometer allows you to know the main trends, feelings and behaviour patterns throughout the company through continuous feedback from the whole community.

The platform users periodically and automatically answer questions segmented by 9 metrics (such as Feedback, Recognition, Personal Development, Engagement with Managers, among others), giving rise to an engagement score that can be consulted afterwards.

The Thermometer is an important tool not only to analyze the momentary picture of the organization, but also as a way to evaluate the evolution of certain metrics over time. Through this temporal analysis, it is possible to understand the impact of the implementation of certain measures in the organisation, supporting all decisions made by the top management.

Different modules that create integrated solutions

Each platform module can be linked independently, but all communicate with each other to allow an integrated strategy and the creation of different solutions!

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