Do you want to maintain the performance of your business, improve its management or lay the foundations for deeper change? To achieve this, seek to understand the expectations of your employees and optimize the governance of your company. One of the most relevant means is the social climate survey. To choose the elements to test, NIM Europe managers provide you with the keys to a successful survey.
ndicators selected according to each company
For an effective investigation, prior reflection is essential. This involves identifying the types of questions and subjects to explore to ensure the sustainability and development of the company. The themes will then be personalized to properly analyze the perception of your employees. They must adapt perfectly to the objectives, activities and values of the company.
To benefit from good visibility, the view of a qualified professional is of great help. NIM Europe transition managers can carry out this type of investigation. They constitute a necessary prerequisite for any transformation.
To carry out a qualitative investigation, the form is just as important as the substance. The methods used therefore vary depending on sectoral constraints, the size and organization of the company.
Choosing your method to test HRQoL
The assessment of QVCT (quality of life and working conditions) is most often carried out by setting up an anonymous questionnaire called a social barometer. Company personnel must have the opportunity to anonymously express their point of view on the overall functioning of the company.
The social climate audit is generally carried out in two stages:
- The first part consists of identifying all the problems encountered by current employees. This includes the way in which work is carried out, but also the main orientations of the company or its organization. In other words, the questioning targets the relationship that is established in the company between employees and with the hierarchy. You will thus bring together reasons for dissatisfaction as well as areas of satisfaction and areas for improvement. The test can evaluate many aspects in their entirety or identify more precise predefined themes.
- Once the answers have been collected, you have better visibility of the important elements on which to focus your thinking. Indeed, the analysis of the results highlights the points of vigilance. The social barometer constitutes an excellent gauge which allows us to establish a real-time assessment of everyone’s expectations. We can then, in a second step, carry out individualized interviews to discuss their position with each person. This is an opportunity to establish a dialogue between the employee and the manager.
Elements to evaluate
HR policy
The human resources department plays an essential role in measuring the social climate. A Transitional HR Director can also support you in this process. Its neutrality reassures your employees about the anonymous nature of the survey.
The questions proposed as part of the survey may relate to:
- Welcoming and integrating new employees
Integrating the company culture and adhering to its values are elements that promote the well-being of your employees from the moment they arrive.
- Social relationships and interactions
Good group dynamics, formal and informal exchanges help to develop the motivation of your employees.
- Internal communication
Social dialogue helps defuse conflicts thanks to the climate of trust that is established within the company. Ensuring staff satisfaction limits psychosocial risks.
- Recognition of skills
To get your employees to give the best of themselves, their skills must be recognized at their true value. Their feelings are assessed through questions on remuneration, career development prospects and training policy.
The objective is to detect possible malfunctions and the actions to be taken to avoid crisis situations.
The quality of management
Due to his proximity to the teams, the manager plays an essential role in assessing the social climate.
It helps to judge:
- Employee motivation. It is measured in particular by their commitment to the company’s projects.
- Trust in relationships and the sustainability of society.
- The quality of internal communication. It must allow everyone to feel valued. Checking the good integration of employees into their work environment as well as their adherence to the management method is important. In particular, they must consider themselves sufficiently informed of the company’s objectives.
Labor conditions
To promote well-being and improve working conditions, the indicators to act on are:
- stress level,
- the atmosphere within the company;
- the right balance between professional life and personal constraints.
Social inquiry can lead to the need to drive profound change within society. NIM Europe offers you seasoned transition managers to support you in the important stages of the life of your company.