Work Climate Diagnosis

 
"Human Talent is the real asset of the organization that directly influences the financial results"

Employee satisfaction and retention is one of the main concerns of CEOs and HR departments nowadays. We know that a pleasant work environment with a culture that promotes a sense of ownership and the commitment to the task are strong competitive advantages. Times change and society and needs too. The Knowledge Age means that companies are more or less competitive according to the management of their intellectual capital: a vital component of this intangible asset is the organizational climate. It is the result of the day-to-day relationship between the company and the employees, the management of internal rules, internal communications, the participative leadership, the training as required, the remuneration based on performance, and the benefits and all actions and processes affecting the work environment.

Difficulties in an organization are the reflection of a mismatch in the system and represent a great opportunity for learning and growth.

For all the above, we offer our consulting in conducting studies and measurement of the corporate environment. With a research of the organizational environment, we seek to do an analysis of the company as a system, define the dreams the company has from the description of the current situation, and identify actions to take to reduce the gap between the current situation and aspiration.

We start from the indispensable commitment of the directive level to conduct the study. The change in culture is one of the most difficult tasks to accomplish in a company, as it impacts on the values, beliefs, attitudes, and behaviors. Without it, it is useless to make the process.

Building trust and integration among the members of the management level, strengthening the sense of belonging of the participants of the company, reframing the dream of the organization, identifying practices of the organization that limit the possibility of approaching the dream, identifying and transforming mental models, showing the unseen dimensions that make up the company as a system.

By means of pre-prepared surveys according to the needs of the organization, we obtain objective, standardized, tabulated information of the perception that each employee of the organization has. We supplemented this information with random interviews with people who help us "land" the information obtained and transform them in conclusions, as a result of a thorough analysis that lead us to formulate a plan of specific action.

Our experience teaches us that the satisfaction achieved by the participants at the end of the program is high because they feel they were heard and supported by the organization that cares for them and serves their needs. However, we know that these studies are in danger of not given continuity, and gradually decisions and actions are postponed. To avoid this, we start intervening simultaneously the work environment with obvious short-term actions that will help improve the environment from the beginning of the program. This last action looks to maintain the commitment both of directives and employees in improving the work environment in the medium and long term, and show the employees tangible improvements that encourage them to continue to support the plans derivate from the study.

After this workshop should, the results are displayed to the rest of the organization to achieve, this manner, the alignment of all members, with a dream defined by the management level, strengthening the issues identified in the initial workshop and the expectations of the company.

Once the workshop is finished, a report with the action plan including the conclusions of the participants and recommendations of the consultants for future development plans is delivered.