From the work environment survey to business culture

Having a positive work environment isn't just good for employees. In fact, it's vital for businesses and even brings benefits for customers. But how do you know if the work environment is good or bad? The answer is with a work environment survey.

In this article, we explore what a work climate survey is and how to carry it out effectively. And we also review why it's crucial to move from this strategy to working on business culture.

What is an employment climate survey?

A work environment survey is a tool that allows organizations to measure the degree of satisfaction and well-being of their employees in the work environment.

This survey collects valuable information about how participants feel about different work aspects, such as the work environment, internal communication, people management and other factors that influence their experience or Employee Experience.

Requirements for conducting a work environment survey

Before carrying out a work climate survey, it is essential to establish certain requirements to ensure its success. These include:

• Define clear objectives: The survey must have well-defined objectives. It is essential to understand what you are seeking to achieve with it and what specific aspects you want to improve within the organization.
• Design strategic questions: The questions asked in the survey must be specific and aimed at precisely measuring the aspects to be evaluated. Closed-ended questions allow for more concrete and measurable results.
• Assured confidentiality: For participants to feel comfortable expressing their opinion openly and sincerely, it is essential to ensure the confidentiality of their answers. This encourages honest participation and helps to obtain more truthful and useful data.

Examples of questions from a work environment survey

In a work environment survey, the choice of questions is critical to obtaining valuable information about employee perception. Here are some examples of questions that can be included:

1. How would you rate the work environment in our organization, on a scale of 1 to 10, where 1 is extremely negative and 10 is extremely positive?
2. Do you feel that your contributions and efforts are recognized and valued by the company?
3. Are you comfortable expressing your opinions and suggestions in the workplace?
4. Do you consider that internal communication in the organization is effective and transparent?
5. Are you satisfied with the professional development opportunities offered to you in the company?
6. How would you evaluate your relationship with your direct supervisor? Is it supportive and collaborative?
7. Would you recommend someone to work in our organization? (Score from 1 to 10)

These are just a few examples of questions that may form part of a work environment survey. The choice of questions will depend on the specific objectives of the survey and on the aspects that the organization wishes to evaluate and improve in its work environment.

How to do a work environment survey and how to evaluate it?

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The first thing is to carefully design the questionnaire, select the participants and administer the survey appropriately.

In addition, it is essential to clearly communicate the objectives of the survey and the importance of the participation of all employees.

Once the data is collected, it's crucial to analyze the survey results effectively. This involves identifying areas of improvement, trends and patterns that may influence the organizational climate.

Finally, the results must be shared in a transparent manner with company leaders and the human resources department, for analysis and possible decision-making.

From the labor survey to business or organizational culture

While workplace climate surveys are valuable for getting a snapshot of the work environment, it's essential to understand that the ultimate goal is to improve company culture as a whole.

Business or organizational culture refers to the set of values, beliefs, and practices that guide the behavior of employees in an organization. Therefore, to achieve real and sustainable change in the work environment, it is necessary to work on three key elements of business culture:

1. Culture: Organizational culture is based on values, hierarchy and purpose. It is the environment that is breathed in the workplace and is composed of subjective factors that depend on the perception of each person.
2. Environment: It includes physical factors that influence professional activity, such as environments, internal communication channels and working conditions.
3. Processes: These are the instruments used to regulate professional activity, such as human resources policies, technology and internal communication media.

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Likewise, it is important to understand that in the business environment, different types of organizational cultures coexist. Some of them are:

1. Power-oriented organizational culture

This type of culture is characterized by its focus on competitiveness and the desire to stand out in the market. The values and philosophy of this culture are aimed at improving and consolidating the company's position in relation to its competitors.

In this environment, employees are seen as service providers, leading to a strong goal orientation and a culture that values individuality.

2. Standards-oriented organizational culture

In this culture, the stability and security of the organization are fundamental values. Internal rules and regulations are established and must be complied with, and processes, protocols and procedures are prioritized to ensure the proper functioning of the company.

With this type, each employee has specific roles and responsibilities assigned to them, providing a clear, hierarchical organizational structure.

3. Results-oriented organizational culture

The effectiveness and optimization of work processes are the main objectives of this culture. Priority is given to short-term goals and the saving of resources, both material and human, is encouraged.

With this model, the organization adapts to current work projects, which implies great flexibility and speed of response to changes in the environment.

4. Organizational culture oriented to people

In this approach, organizations have as their primary objective the well-being of their members. Its purpose is to provide a reasonable livelihood and a work environment based on consensus. Therefore, functions are assigned according to the personal preferences of employees and the need to learn and progress.

The latest about the work environment and business culture survey

In short, the work environment survey is a valuable tool for measuring employee job satisfaction and gathering important information. However, to achieve a real impact on the organization, it is necessary to go beyond the survey and work on business culture.

In other words, it's not just about measuring the work environment, but about creating an environment where employees feel valued, motivated and engaged.

At Izo, we understand the importance of this approach, as we have been helping organizations achieve their Employee Experience and Customer Experience objectives for more than a decade. So, if you want not only to apply a work environment survey, but to improve your organizational culture, don't hesitate and contact us. We're ready to help.