Despite the fact that salary continues to occupy the first place in people's considerations when starting or maintaining a job, the experience of collaborators is taking a leading role. Data from the World Economic Forum [i] shows that more than two-thirds of people who have quit their jobs did so in search of greater satisfaction in the workplace. That is why a good organizational climate is the perfect ally for companies in today's dynamic labor market.
“The focus now is on the employee experience, and this is an opportunity for organisations to strengthen their culture, employee value proposition and overall employee engagement strategy, outlines Angela Nalwa, Managing Director, People and Organisation Practice Leader, Grant Thornton US.
The organizational climate is the perception that the collaborator has about the work environment and the relationship with their team and supervisors. The way in which people capture the intangible is different for each one of them. It is influenced by the interests and expectations that they have of the company. This is why its measurement and the subsequent analysis of results are important. Those responsible for personnel management can take the necessary actions to optimize the company's influence on the work environment.
Knowing the work climate allows the company to take the necessary measures to become an attractive place, where collaborators feel confident enough to express themselves and develop their full potential. It allows to focus on people's experience and thus, strengthen the business culture and provide a quality service or product.
Work environment management offers many advantages. A good climate has a favorable direct and indirect impact on the company and its collaborators. When they are in a positive environment, conflicts and turnover decrease, productivity and teamwork improve, commitment increases, decision-making is facilitated, and relationships between peers, supervisors, and subordinates improve.
“To be effective, climate management must be agile, focused and immediate. This means being alert in giving advice and responding to every situation that may arise, and understanding the context of each group and taking particular actions to improve. In addition, the collection of climate information must be as fast as possible, in order to be able to carry out appropriate interventions in a timely manner”, comments Matiana Behrends, Director of Human Capital at Grant Thornton Argentina.
According to Grant Thornton's latest International Business Report (IBR), one in four companies use surveys and diagnostic tools to understand work styles and needs. At Grant Thornton Argentina we have developed "Pulso", a tool that allows monitoring the strength of the link between the collaborator and the organization in real time and constantly, to accompany our clients in the process of management and implementation of action plans.
Our platform is easy to manage and allows collaborators to be consulted periodically to obtain comparative reports of evolution with which personnel management decision-making is facilitated.
For more information on the implementation of Pulso, you can contact our Human Capital Advisory team.
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i. weforum.org - The Great Resignation is not over: A fifth of workers plan to quit in 2022 - 24.06.22
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