What is really going on in your organization?
- What makes a company successful?
- Where are the holes?
- How can we plug those holes?
- How do your employees and staff feel about your organization in general?
- How do they perceive their own role and impact in the organization?
- How does everyone work together (or not)?
- How is communication handled?
- Do your employees trust you?
- Do they see a future at the company?
Are problems cropping up in your organization, but you’re not sure what the source is?
We use our proprietary Company Climate Inventory to determine how employees and management feel about their role and the organization as a whole… and how that relates to the health and productivity of the company.
Our Inventory allows us to get a sense of how employees view their role and the culture at your company, what they see as company challenges, what they consider to be their personal challenges, if they feel fulfilled, how they interact with their colleagues, and more.
What exactly is the Company Climate Inventory?
At its core, the Company Climate Inventory is a 70+ question survey customized to your particular needs and what you want to find out about the health of your organization.
The questions on the survey are a mix of both closed questions (yes or no, multiple choice) and open-ended questions (text responses). These questions cover the areas of:
- The Organization – Organizational climate, culture, and environment
- Your Job – Co-workers, job content, and performance management
- Leadership and Management – Communication, relationship, and effectiveness
- Compensation and Benefits – Extra services for employees
- Overall Satisfaction – Connection to job and company
Then, all your employees and staff take the survey anonymously. It takes about 10-15 minutes to complete.
Our experienced consultants analyze the results and present a detailed written report summarizing the responses in each area, along with recommendation of next steps. These recommendations usually serve to reduce costs and increase performance and revenues.
Basically, the Company Climate Inventory defines problems and recommends solutions. You can choose to stop there and work on it internally, or fast track by bringing us in.
Examples of questions in the Company Climate Inventory
Some examples of the types of questions asked:
- “Do you feel good about your current workload and your ability to complete your work?” (Example of a closed question.)
- “Do you think you are given work that makes full use of your skills and training? If not, why not?” (Example of an open-ended narrative answer question.)
- “I like the relationship between me and my immediate superior.” (The possible answers are Strongly Agree, Agree, Neutral , Disagree, Strongly Disagree.)
Examples from actual Company Climate Inventories
In this case, there are a decent amount of employees who believe there is some encouragement in problem solving within the company. The almost 1/3 neutral response is of some concern because if 1/3 of the people in a company feel unheard, or ignored, this could be a problem in morale as well as decreased productivity.
In this example, teamwork is a definite issue needing to be addressed. Almost 3/4 of the people in this organization feel there is little or no teamwork. Also it might imply there are some people who work as a team quite well together, and that they, by chance or design, isolate themselves from the other employees.
In this open-ended question, the tool we use creates a word cloud where the most frequently used words are larger. All full responses are also recorded, but we find this visual representation of the answer helpful in providing additional insight.
Here is an example of a report after our findings.
Top 3 priorities (implement immediately)
- Fire or encourage Rotten Apple to leave the company.
- Move Senior Manager from location A to location B where she can be much more productive for the company as an active leader and role model.
- Reduce the workload of Employee B before he is hospitalized because of too much stress.
Secondary priorities needing attention soon!!
- Raise rates.
- Create a transition plan for retiring employees to be phased out, as well as to secure qualified, capable replacements.
- Improve training and mentoring, both in business operations and company culture.
- Implement communication workshops and training, both in basic communication skills as well as communication for action, with specific emphasis on teamwork and team building.
- Clarify hiring and firing policies.
- Create a system to ensure the right people in the right seats.
This is a much shortened version of the recommendations given by The Shuler Group in an actual corporate setting to give you an idea of how this powerful tool works.
After determining what the issues are and prioritizing them, The Shuler Group offers our services in the areas best served by our expertise, and we refer our colleagues and partners for the areas more suited towards their skills and expertise.
The powerful results of the Company Climate Inventory
Knowledge is power, and that’s why our clients hire us to administer and analyze the results from the Company Climate Inventory. As one client said, “I’m hungry for information.”
What does the Company Climate Inventory do for you and your organization?
After we get the data from these questions (as well as with the optional private one-on-one interviews), we form a picture of what the climate of the company is, what is working, and areas that need shoring up or intervention.
Our resulting report includes the following:
- Summary of areas covered in the Company Climate Inventory (autonomy, communication, company culture, employee engagement, ethics/values, employee satisfaction, innovation, leadership, management, onboarding, working environment, problem-solving, teamwork, training)
- Strengths of the organization
- Issues/challenges in the organization
- Next steps
Basically, the Company Climate Inventory exposes the problem areas so we can help you create solutions.
A healthy company needs to grow, change, and adapt on a continuous basis. And we are in a rapidly changing marketplace: millennials; new employees arrive; old employees leave; new technology; and new customers who may have different needs than those of 20 years ago.
A company may have thrived in its creation, but years later, functions that worked then many not work now, and some functions may even be counterproductive and detrimental to the company in modern day.