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Products: Survey Series > Organisational Climate Survey™


About Climate Surveys

A culture of continuous improvement depends on open and honest feedback. Effective organisations periodically put performance under the microscope by surveying employees at different levels.

To capture a genuine response that underscores strengths and exposes weaknesses, a survey instrument must be both comprehensive and in-depth. The Organisational Climate Survey" looks at 20 elements of organisational performance from two critical vantage points:

  1. In My Own Area and
  2. Across the Organisation.


If you want to take your organisation to new heights of productivity, you must look at the hard edges of systems and processes. And that requires a survey with "bite".

What is the Organisational Climate Survey™?

The Organisational Climate Survey is a comprehensive online survey that poses 77 questions to staff members from two perspectives: In My Own Area and Across the Organisation.

Areas of survey are:

  1. Executive Leadership
  2. Values
  3. Management Leadership
  4. Planning
  5. Communication
  6. Measurement
  7. Review
  8. Performance Management
  9. Training and Development
  10. Employee Involvement
  11. Employee Welfare
  12. Employee Satisfaction
  13. Identifying Need
  14. Customer Relations
  15. Customer Feedback
  16. Customer Satisfaction
  17. Design and Innovation
  18. Suppliers
  19. Quality Control
  20. Continuous Improvement

Who is it for?

The Organisational Climate Survey is a comprehensive survey for the HR or OD Consultant, or an Internal HR Professional, who has the responsibility for analysing the views of staff over a wide range of organisational performance and motivational areas.

What solutions does the Organisational Climate Survey™ provide?

This survey is typically used in a climate where staff turnover is higher than normal, productivity is less than desired, and HR problems are greater than would be desired.

It will provide a very clear view of what issues are concerning staff and whether there is a "silo" effect happening within the organisation.

The survey does not promote solutions.

The data presented is comprehensive and needs someone with organisational context to be able to decide the final meaning of the data.

Data can be dissected over a variety of demographics to see if particular sectors of the staff population are impacted more than others.

This is a valuable input to a full organisational analysis prior to the design and implementation of major interventions.

What outcomes are fulfilled by the Organisational Climate Survey™?

  • The two perspectives - In my Own Area and Across the Organisation - get people to take a good look in the mirror. But, do respondents take this opportunity to just make a list of complaints or take the view, 'I'm OK, but they are not OK!' No, this is not the case. Instead, because they are asked to assess in this way, people's answers ring true - a realistic assessment that is very valuable. When staff responses are genuine, gaps are seen more clearly. The two-perspective approach is a big part of that, and is a distinguishing feature from other similar surveys.
  • The Organisational Climate Survey is constructed in recognition that leadership is not the same at every level. It measures leadership at two different levels - executive and management.
  • Customisation is a good thing: this survey allows modifications to fit each unique organisation.
  • Respondents like the 'skip-to' feature on the online survey itself. This feature means that raters are not forced to respond to questions that they know do not apply to them; removing frustration for raters, and keeping responses relevant.
  • In-depth analysis is possible because reports can be delivered by demographic breakdown across 11 demographic categories. And, with 20 survey areas, this provides plenty of meaningful data with which to begin the process of analysis and review.

What is special and unique about the Organisational Climate Survey™?

  • The two perspectives - In my Own Area and Across the Organisation
  • It measures leadership at two different levels - executive and management.
  • Reports can be delivered by demographic breakdown across 11 demographic categories