21 mai 2019
Any company that has more than a handful of employees, whatever its industry or its raison d'être, has a specific organizational climate. This climate somehow reflects the culture of the company, the values it prioritizes and the professional and interpersonal exchanges found in the workplace. Until recently, the climate inside the company was a distant concern. However, its importance is now becoming more and more important to business leaders.
In a context where the human resources of a company are now considered essential to the success of this one, that their know-how, their skills and their talents are perceived as being a competitive advantage on the market, any company seeks to retain its employees and even invest in their development. However, a climate that is not conducive to this retention, makes the task much more complex.
In order to always keep a hand or control over the climate, you should not wait until after an incident to assess it. Regular questioning (quarterly or yearly) depending on the size of the business and its feasibility avoids having to save the mess. This exercise is ideally done with the collaboration of employees who volunteer to answer questions or to openly discuss their perception of the workplace and the satisfaction they derive from it.
A proactive assessment of the organizational climate is certainly an investment of time for managers, but the returns on investment are considerable. Faced with a labor shortage, a company that looks at and pays close attention to the internal climate wins. Its employees, who spend most of their day there, enjoy a beautiful working environment and enjoy being part of it. The company in turn benefits from their loyalty.
