How to Conduct an Organizational Climate Assessment Massachusetts

How to Conduct an Organizational Climate Assessment Massachusetts Nonprofit Network Webinar Loraine M. Della Porta, JD & Amy Rebecca Gay, Ph. D © The Mediation Group, 2017

Discussion Questions • How do we define organizational climate? • Why is it important to periodically assess the organizational climate? • How do you conduct such an assessment? • Then what? © The Mediation Group, 2017

What is an Organizational Climate? © The Mediation Group, 2017

What Influences the Organizational Climate? • • Morale Trust Leadership Teamwork Rewards/Recognition Compensation Conflict Resolution © The Mediation Group, 2017

Participant Poll If you surveyed your organization today … Which two features of the culture would your employees rate highest? Lowest? © The Mediation Group, 2017 Morale & Trust Leadership Teamwork Rewards/Recognition & Compensation • Conflict Resolution • •

2014 Gallup Poll US workers in their jobs: • 51% “Disengaged” • 17. 5% “Actively Disengaged” Gallup defines engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. © The Mediation Group, 2017

Why is Periodic Assessment of Climate Important? © The Mediation Group, 2017

Climate Assessment • Holistic picture organization • Highlight areas of strength to leverage • Identify weaknesses & challenges © The Mediation Group, 2017

Climate Assessment A climate assessment can also help to: • Identify the causes of employee dissatisfaction and turnover • Measure the impact of current organizational programs and policies • Provide opportunity for employees to describe their desired culture and provide input on how to achieve it • Establish a benchmark for evaluating overall performance over time • Demonstrate commitment to employees by taking actions based on their feedback © The Mediation Group, 2015

How to Conduct an Organizational Climate Assessment © 1992 Burke-Litwin

The Climate Assessment Process Steps: 1. Determine goals and objectives 2. Develop interview/survey protocol based on stated goals/objectives 3. Conduct orientation to explain the purpose and importance of assessment 4. Compile and analyze results © The Mediation Group, 2017

Goals & Objectives Questions to consider: • What are we trying to achieve? • Have we communicated the purpose to our employees? • Are we trying to solve a particular problem? • Do we have the time and resources to commit to this? • Are we prepared to act upon the results? © The Mediation Group, 2017

Interview/Survey Protocol Questions to Consider: • Will you interview face-to-face or via online survey? • How will you deal with confidentiality? • What information are you trying to learn and why? • How will you frame survey questions neutrally so as not to skew responses? © The Mediation Group, 2017

Employee Orientation & Communication Questions to consider: • How will you communicate with employees about the assessment and why it is being undertaken? • How will you secure their buy-in and commitment to participate? • How will you keep them informed about what is learned and “next steps? ” © The Mediation Group, 2017

Compile & Analyze Results Questions to consider: • Who will take responsibility for compiling results? • How will findings be communicated to the employees and rest of the organization? • Then what? © The Mediation Group, 2017

Then what? © The Mediation Group, 2017

Climate Assessment? • What is the level of trust? • How important is anonymity or confidentiality? • Do you have the time to do it right? • What do you need for buy-in? © The Mediation Group, 2017

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Why TMG © The Mediation Group, 2017

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