Employee engagement and organizational climate

To study the organizational climate and level of employee engagement, we have developed a unique methodology that will help you identify differences at the structural level, assess the dynamics of development over time, and compare your own results with global indicators. The methodology includes the study of 26 topics grouped into seven blocks.

In addition to indicators of employee loyalty and overall satisfaction, the organizational climate is assessed using four main indices:

  • ORG Heath Index (OHI)

  • Employee Engagement Index (EEI)

  • Employee Net Promoter Score (eNPS)

  • Employee Satisfaction Index (ESI)

This diagnostic tool allows you to assess the extent to which employee values are aligned with the organizational culture, the extent to which employees share the company’s vision, believe in the leadership, and see opportunities for growth and development within the organization. By analyzing the fundamental barriers to growth, you can identify the factors that prevent employees from achieving higher levels of engagement.

1. Basic personal needs

In order to keep employees motivated and bring out their full potential, it is important for the organization to meet basic personal needs. If an employee is stuck in difficult working conditions, is afraid of losing his/her job, is not satisfied with his/her pay, or does not like the content of his/her work, he/she is less likely to focus on the work, have good relations with colleagues, and generate creative ideas. When basic needs are not met, employee engagement, productivity, and effectiveness are low.

2. Organizational structure and available resources

In addition to meeting basic personal needs, it is important to have an appropriate organizational structure, clearly defined processes/procedures and qualified human resources sufficient to achieve organizational goals. In addition, employees should be provided with all the necessary material and technical means that will help them perform their work more efficiently. Fulfilling basic needs significantly increases the effectiveness of the organization.

3. Leadership effectiveness

Leadership effectiveness is based on the establishment of healthy relationships between the employee and his/her immediate supervisor. Providing the employee with a certain degree of autonomy, constructive feedback, fair distribution of work, and concern for his/her professional development promotes the establishment of open and friendly relations, increases the employee’s sense of responsibility, enhances the quality of work, and adds to his/her productivity and efficiency.

4. Team effectiveness

A healthy atmosphere in teams strengthens team spirit, which is an important factor in achieving common goals. In order to create a healthy social atmosphere, it is important to coordinate the work between teams. Sharing responsibilities and supporting each other helps build reliable and friendly relationships, which positively impacts employee engagement and increases effectiveness.

5. Strategic alignment

Understanding the organization’s mission and goals helps employees understand what the company stands for and how they each contribute to the organization’s overall success. Clear and coordinated goals increase trust in leadership, which ultimately fosters team spirit. With strategic alignment, productivity and employee engagement increase, which positively impacts results.

6. Cultural alignment

The “rules of the game” are based on agreed upon and shared values and ​​unite employees around the set goals and increase their commitment to the organization. In an organization where employees’ opinions are respected, where their work is recognized, and where there is a healthy attitude toward making mistakes, peoples’ self-esteem and self-confidence increase, which ultimately has a positive impact on their productivity.

7. Growth opportunities

The level of affiliation and alignment to the organization is reflected in the employees’ desire to make a long-term commitment to the organization. Growth prospects include both professional and career advancement opportunities within the organization. To retain talent, it is important for the organization to provide employees with a growth-oriented work environment.


Comparable Indexes

GAP Analysis

Risk Indicators


People Segmentation

Simple and informative reporting

Summary reports are easy to read and include all indicators you need to make effective decisions.

By accumulating data, you can measure the results of your team or organization over time and see where you stand in relation to other organizations.

In addition to aggregate indices, you can thoroughly analyze each topic (out of 26 topics) for a deeper understanding of where organizational challenges lie and what parameters need further improvement to increase employee engagement.