The Organizational Climate Survey, when properly applied, enables an accurate diagnosis by mapping the satisfaction of the people, without raising many expectations.

Understanding what goes on in the minds and hearts of our employees is not an easy task. Understanding what they want, expect and why the company still must be done in a continuous, clear and without damage to the satisfaction of internal customers.

To achieve the research objectives, some points can not be forgotten:

• Extensive information about the survey and its goals, the disclosure of all available channels and motivate the participation of all;
  
  
• Do not apply to research on samples pre-determined, because they represent sources of misinformation;
  
  
• Drive the process with a consultant or an independent consulting firm, this lends credibility actions, gives more certainty to the confidentiality of information and anonymity of respondents;
  
  
• Get the commitment and alignment of the committee on the confidentiality and anonymity, it is essential to the quality of expected results;
  
  
• Identify the desired segmentations, for only then you can get results applicable to each area, hierarchical level, seniority, function, and other cleavages in the company.
  
  
• Do not use the long and tiresome questionnaires. Assume that you will never be able to ask all that is necessary;
  
  
• Focus on the most important attributes in the view of the enterprise;
  
  
• Group the attributes in blocks:



• Planning;



• Image;



• Leadership;



• This will facilitate the analysis and identification of procedures that should be prioritized in the actions of improvements;



• Preferably use a scale with an even number of intervals, forcing the respondent to position themselves favorably or unfavorably in relation to the attribute;
  
  
• Disseminate research results to all employees;
  
  
• After the diagnosis, abuse of consulting on the recommendation of improvement actions; A view should always be welcome;
  
  
• Make a plan of action viable, feasible and with a step at a time;
  
  
• Execute and communicate what was done for the whole company;
  
  
• The research, as well as a diagnostic tool, is also a motivating factor, keep in mind that the feeling of the employee must be:



• They heard what I had to say.



• They have reported on the results.



• Developed actions to improve.



• I participated in these actions.



• Repeat the search after 18 months (preferably). This is a good time to solidify the actions implemented since some of them occur in different periods.
  
  
  

In all, believe that people working with you will have to be better. Create the conditions themselves and be agents of change.