Action Plans - Organizational Climate
The first step in structuring the Action Plan is to understand the company's strategic planning. When it comes to people and culture, companies generally aim to improve business outcomes, enhance employer branding, and/or increase employee retention. How? By focusing on group performance and engagement.
It's important to differentiate between "employee satisfaction" and "employee engagement."
Employee satisfaction: The employee is generally content with the company, leadership, environment, and benefits, and typically performs well.
Employee engagement: The employee feels a deep connection with the company, drives innovation, and propels the organization forward.
To work on engagement, we consider three factors: Organizational Climate, Organizational Culture, and Participation. At this point, we move into tactical planning, focusing on the Organizational Climate factor.
Note: You can find more detailed information about the action plans for the other factors in their respective explanatory materials—**Organizational Culture Action Plan** and Participation Action Plan.
Within Organizational Climate, you select the metrics you want to work on. These could be metrics from the 10 Employee Engagement Pillars, the Smart Pillars, eNPS (Employee Net Promoter Score), or lNPS (Leadership Net Promoter Score).
Important: We recommend conducting tactical planning every 6 months.
How are the metrics to be worked on chosen? Below is a list of points to consider when structuring the Organizational Climate Action Plan:
If you have recently started populating metrics on the platform and lack historical data for comparison, you can refer to the market benchmark section—see the explanatory material on Benchmark. This will give you an idea of how the metrics behave and how your scores compare, facilitating decision-making on which metrics to maintain or improve.
Another critical point is the correlation between the 10 Pillars. For example, if you want to improve the "Relationship with Manager" metric, and it has a high correlation with the "Feedback" pillar for your team, then improving Feedback may also indirectly boost the Relationship with Manager score.
If you're creating an Action Plan for a specific group, consider using the Group Comparison and Internal Benchmark resources—see the explanatory material on Group Comparison. This will help you understand your positioning within the account and prioritize the metrics to be worked on.
If you already have historical data on the platform, it's essential to analyze metric trends—identify which metrics were improving but have started to decline, which were declining but are now improving, which are on a growth trajectory, which are declining, and which are stable or "moving sideways" on the chart.
Remember, you don't need to focus solely on improving weak points; you can also strengthen strong areas.
These considerations will help you determine which metric(s) to prioritize for development and provide parameters to set objectives—such as what score you want to achieve or maintain for a particular metric, why, and within what timeframe.
Additionally, you can explore operational plan actions that can assist in day-to-day activities by reviewing the Improvement Recommendations section on the platform.
However, having a well-designed Action Plan is not enough if it isn't executed effectively. It's crucial to monitor engagement survey results in real-time to assess progress toward achieving the set objectives and to detect any warning signs in other metrics. This enables you to take more precise and timely actions.
Note: Be sure to review the complete explanatory material on the Action Plan. It will guide you through the step-by-step process of creating your Action Plan within the platform.
It's important to differentiate between "employee satisfaction" and "employee engagement."
Employee satisfaction: The employee is generally content with the company, leadership, environment, and benefits, and typically performs well.
Employee engagement: The employee feels a deep connection with the company, drives innovation, and propels the organization forward.
To work on engagement, we consider three factors: Organizational Climate, Organizational Culture, and Participation. At this point, we move into tactical planning, focusing on the Organizational Climate factor.
Note: You can find more detailed information about the action plans for the other factors in their respective explanatory materials—**Organizational Culture Action Plan** and Participation Action Plan.
Within Organizational Climate, you select the metrics you want to work on. These could be metrics from the 10 Employee Engagement Pillars, the Smart Pillars, eNPS (Employee Net Promoter Score), or lNPS (Leadership Net Promoter Score).
Important: We recommend conducting tactical planning every 6 months.
How are the metrics to be worked on chosen? Below is a list of points to consider when structuring the Organizational Climate Action Plan:
If you have recently started populating metrics on the platform and lack historical data for comparison, you can refer to the market benchmark section—see the explanatory material on Benchmark. This will give you an idea of how the metrics behave and how your scores compare, facilitating decision-making on which metrics to maintain or improve.
Another critical point is the correlation between the 10 Pillars. For example, if you want to improve the "Relationship with Manager" metric, and it has a high correlation with the "Feedback" pillar for your team, then improving Feedback may also indirectly boost the Relationship with Manager score.
If you're creating an Action Plan for a specific group, consider using the Group Comparison and Internal Benchmark resources—see the explanatory material on Group Comparison. This will help you understand your positioning within the account and prioritize the metrics to be worked on.
If you already have historical data on the platform, it's essential to analyze metric trends—identify which metrics were improving but have started to decline, which were declining but are now improving, which are on a growth trajectory, which are declining, and which are stable or "moving sideways" on the chart.
Remember, you don't need to focus solely on improving weak points; you can also strengthen strong areas.
These considerations will help you determine which metric(s) to prioritize for development and provide parameters to set objectives—such as what score you want to achieve or maintain for a particular metric, why, and within what timeframe.
Additionally, you can explore operational plan actions that can assist in day-to-day activities by reviewing the Improvement Recommendations section on the platform.
However, having a well-designed Action Plan is not enough if it isn't executed effectively. It's crucial to monitor engagement survey results in real-time to assess progress toward achieving the set objectives and to detect any warning signs in other metrics. This enables you to take more precise and timely actions.
Note: Be sure to review the complete explanatory material on the Action Plan. It will guide you through the step-by-step process of creating your Action Plan within the platform.
Updated on: 23/08/2024
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