More Than One Way to Address Workplace Concerns

Common practices and industry standards reveal that there is more than one way to respond to workplace concerns. Investigations, assessments, reviews, surveys, and other tools can all serve as appropriate vehicles for uncovering and addressing workplace problems. Friction in a work group, for example, which would not implicate an organization’s policies, might call for an assessment instead of an “investigation.”

EPG prepares climate assessments and surveys as useful tools to evaluate employee perceptions, attitudes, and experiences within an organization, focusing on areas like leadership, communication, and overall morale. The purpose is to identify areas for improvement and positive change. In conducting climate assessments, EPG evaluates either the entire work environment or a subset, particular department, or division.

The Thermometer of Your Workplace

Climate is generally understood to be a short-term indicator of the current emotional state or perceptions employees have of their leader(s) or the workplace. It is the “thermometer” of the work environment and is about how employees perceive or view leadership and relationships. Climate can shift quickly and is influenced by several factors, including leadership styles and communication practices.

EPG recognizes that employees expect and deserve to work in a healthy and productive work environment, where they are treated with dignity and respect and feel valued. An assessment is in order when the organization hears about dissatisfaction in one or more areas. An assessment can respond to an employer’s blind spots, where an organization fails to recognize important deficiencies or shortcomings in leadership or structure.

When to Consider a Climate Assessment

These assessments typically involve gathering manager and/or employee feedback, analyzing the information learned, and recommending improvements to address the issues. Oftentimes assessments are triggered when an organization experiences a drop in satisfaction levels, talent retention concerns, morale issues, or generalized talk about a toxic or dysfunctional environment. A workplace investigation, on the other hand, is designed to respond to a specific complaint of misconduct and is a more structured process.

Our Approach

Climate assessments are specifically designed for the organization that seeks to get the pulse of the workplace by asking targeted questions. EPG can gather information in a myriad of ways — live one-on-one interviews, small group conversations, an online survey, or a combination of these methods. EPG emphasizes confidentiality and candor, recognizing that employees generally desire anonymity when providing honest feedback. EPG digests the information provided to recognize themes and patterns that may exist, allowing EPG to recommend remedial action going forward.