Social and psychological climate Social and psychological climate. This is the general type of interaction in the group, the basic mood in it. This block can also be called: "social atmosphere", "microclimate", "psychological climate". The company's microclimate is a part of the employer's brand, which is used to compete and stand out among many other organizations. The company's atmosphere can be determined by its values, which are used to select personnel and communicate information, as well as to take care of employees. It is very important to understand whether employees recommend their friends and acquaintances to apply for open positions in the company. This way you can understand the level of staff satisfaction in the company.
The eNPS methodology
eNPS is a method that allows you to assess employee loyalty to the company. The value of this methodology is that it does not require filling out many pages of questionnaires.
The employee is only asked to answer 3 questions: With what probability from 0 to 10 would you recommend working in our company to your friends and acquaintances? Would you comment on your answer to the previous question? What do we need to do to improve your rating? (this question is often missed) In general, you can assess employee satisfaction using one first question that will tell you a lot.
Procedure for Determining the eNPS Index Ratings of individuals are categorized into three groups: Promoters (Advocates): These are individuals who positively evaluate the company's operations and their prospects within it. Their responses, rated as 9 or 10, indicate a 90% to 100% likelihood of recommending the company as an employer. Neutrals: These are employees who responded with a score of 7 or 8. They are content with their jobs but wouldn't actively recommend their organization to friends or family. Detractors (Critics): This group encompasses all those who gave responses ranging from 0 to 6. They propagate negative views about the company and could be actively seeking alternative job opportunities.
The Employee Loyalty Index is calculated as the difference between the percentages of promoters and detractors. The number of neutrals isn't factored into this index, but their responses to the second and third questions are analyzed.
How to work with each loyalty group? It is important for critics to be heard. Their answers to the second question can move them to the level of "Neutrals". It is important for them to feel cared for and paid attention to by the management. Implement their suggestions (question 3) that you find useful. If you pay attention to the suggestions of the Neutrals, you create the conditions for them to become Promoters. A "Promoter" can be evaluated to determine the profile of "your ideal employee" as a force for increasing loyalty, as well as a candidate for an interview. The "promoters" remain in this group. Analyze the responses to build work with the employer brand, corporate culture, and other groups to achieve greater loyalty in the company.
Analyzing employee satisfaction with working conditions helps you identify key issues and solve them. Tracking the dynamics of loyalty over several years will help you address your critical areas and significantly improve employee engagement and performance. The methodology helps to do this quickly and efficiently with minimal time and resources.