HR BAROMETER
The pulse of your team
What does the Employer Net Promoter Score (eNPS) say about the loyalty of your employees?
Organizations with satisfied employees attract talented individuals and business partners.
Create a positive and engaged work environment, retain your employees!
What aspects of the organization are sources of stress for employees?
How loyal and committed are your employees to your company?
How do your leaders manage and lead teams, organize tasks, communicate with employees, and make decisions?
SUBSCRIBE YOUR COMPANY TO PARTICIPATE IN THE FREE eNPS SURVEY!
The HR Barometer provides you with a set of predefined standard questionnaires for assessment
Assess the loyalty of your employees!
Employer Net Promoter Score/Index is a simple measure of employee loyalty and satisfaction. It is calculated based on employees’ responses to one question: ‘On a scale of 0 to 10, how likely are you to recommend our company as a place to work?’ Based on their responses, employees are categorized as promoters, passives, and detractors:
Promoters (rating 9-10)
Highly engaged and satisfied with their job.
Passives (rating 7-8)
Somewhat satisfied, but not actively enthusiastic about the company.
Detractors (rating 0-6)
Unsatisfied and disengaged employees.
The eNPS is then calculated by subtracting the percentage of detractors from the percentage of promoters. The result can range from -100 (all are detractors) to +100 (all are promoters).
What does eNPS tell human resources managers?
eNPS provides a clear and concise indicator of employee engagement and loyalty. A high eNPS indicates a positive organizational climate and culture where employees are likely to be productive, committed, and advocates for the company. A low eNPS signals potential issues with employee satisfaction, engagement, or company culture that may impact turnover rates, employer branding, and overall performance.
Employee satisfaction
The assessment of job satisfaction relies on a one-dimensional model, which assumes that job satisfaction is a singular construct and that each individual aspect of the job contributes to job satisfaction to some extent. Evaluate which aspects need improvement in your organization.

The questionnaire covers the following aspects of job satisfaction such as:
Interpersonal relationships and work environment
Personal development and advancement
Autonomy and responsibility
Organizational structure and management
Working conditions and resources
Job content and job identification
Attitude towards the environment and social responsibility
Image and reputation of the organization
Existential security
Organizational culture
The 4P model of organizational culture orientation (Product, People, Profit, Procedure) represents a framework that classifies organizations based on their primary focus among four key aspects: People, Product, Profit, and Procedures.
1. People Orientation
Organizations oriented towards people believe that investing in the growth and satisfaction of employees leads to long-term increases in productivity, loyalty, and better business outcomes. Interpersonal relationships, employee development, and engagement are priorities.
2. Product Orientation
Organizations oriented towards products believe that superior products lead to customer loyalty, competitive advantage, and financial success. They prioritize research and development and stay attuned to market trends.
3. Profit Orientation
Companies oriented towards profit place primary focus on financial success and profitability. They prioritize cost-effectiveness, efficiency, and revenue generation. Can other important factors of a company's operations be overlooked when focusing on financial gain?
4. Procedure Orientation
These organizations prioritize rules, policies, and processes. They prioritize consistency, standardization, and compliance. Their goal is to ensure predictable outcomes and reduce deviations. Although procedures provide structure and stability, are there challenges in adapting to change or fostering innovation?
Balancing between the four orientations is crucial for creating a healthy and sustainable organizational culture for the following reasons:
Overall success
Focusing solely on one orientation can lead to neglecting other essential components, compromising overall success.
Employee Engagement
Balancing between different orientations encourages motivated and engaged workforce. Engaged employees will positively contribute to product development, services, and overall organizational success.
Innovations and growth
A balanced approach fosters a culture of innovation and continuous improvement.
Sustainable profitability
Focusing on short-term profit at the expense of employee satisfaction or product quality can lead to long-term negative consequences.
Organizational climate
Organizational climate represents the atmosphere, tone, or character of the work environment within an organization. It encompasses employees’ perceptions of various aspects such as communication, leadership, teamwork, justice, support, rewards, and other factors that influence their work experience within the organization.

Key aspects of organizational climate include:
Communication
Relationships refer to the openness, transparency, and effectiveness of communication within the organization. A positive climate promotes open and honest communication where employees feel comfortable sharing ideas, concerns, and feedback with their colleagues and leadership.
Support and recognition
How supported and valued do employees feel by their superiors and colleagues? This climate fosters a sense of belonging and motivation among employees.
Employee development and growth
A climate that prioritizes learning and development provides opportunities for skill enhancement, training programs, and career advancement, leading to higher job satisfaction and reduced turnover.
Innovation and risk-taking
The extent to which the organization encourages innovation and risk-taking is a key aspect of the climate.
Fairness and justice
A climate perceived as fair and just increases trust and commitment among employees.
Conflict resolution
This aspect relates to how disagreements and conflicts are handled within the organization. A positive climate promotes constructive conflict resolution strategies that lead to mutual understanding and resolution.
Leadership style
The leadership style exhibited by top management significantly impacts the organizational climate. Transformational and supportive leadership tends to create a positive and motivating climate, while autocratic leadership can result in a negative and demotivating climate.
Teamwork and collaboration
A climate that promotes teamwork encourages collaboration, information sharing, and a sense of community among employees.
Organizational structure and flexibility
A flat and flexible organizational structure can encourage employee participation and empowerment, contributing to a positive climate.
Exposure to Stress and Experience of Stress
Identifying and addressing sources of workplace stress through appropriate interventions can improve employees’ well-being and reduce absenteeism and turnover. Understanding Stress Exposure affects the well-being, health, and productivity of the organization.
1. Organizational well-being
Recognizing discontent allows employers to support employees' mental and emotional well-being by providing necessary assistance and resources to cope with challenging situations.
2. Employee engagement and productivity
Employees experiencing stress find it harder to focus on their work and are less productive and satisfied. By identifying and addressing stress, organizations help employees regain motivation and maintain high levels of productivity.
3. Absenteeism
Dissatisfied employees are more likely to take frequent sick leaves or be physically present but unproductive. Identifying stress can help organizations proactively manage the causes.
4. Turnover
Recognizing and resolving issues that cause stress can improve employee retention, reducing recruitment and training costs associated with high turnover.
5. Workplace morale
A work environment that acknowledges and supports employees' emotional well-being fosters a positive workplace culture and strengthens employee morale. Employees feel valued, which contributes to cohesion.
6. Preventing escalation
Ignoring employee stress can lead to escalating mental health issues, affecting not only the individual but also their colleagues and team dynamics. Early identification and intervention can prevent further deterioration of situations.
7. Improving leadership and management practices
Recognizing and addressing employee issues requires effective leadership and management practices. This provides leaders with the opportunity to improve communication, offer support, and promote a culture of care and empathy.
LOYALTY AND DEVOTION TO THE ORGANIZATION
Organizational loyalty, also known as Organizational Citizenship Behavior (OCB) or Organisational Citizenship (OC), refers to the additional activities and behaviors of employees that go above and beyond the basic job requirements. These are positive contributions employees voluntarily make to support the organization and improve the work environment. They are not part of formal tasks nor covered in typical job descriptions, but they can significantly impact the overall performance of the organization.
Elements of Loyalty:

Altruism
Voluntary assistance to colleagues or the organization, providing support in problem-solving or task completion.
Team above personal comfort
Positive behavior towards colleagues and the organization, such as support and respect.
General organizational beneficial behavior
Activities that contribute to the overall functioning of the organization: participating in working groups or initiatives that improve the work environment.
Commitment to the organization
The level of employees' dedication to the organization and the effort they put into improving its success.
Why is organizational loyalty (OCB) important?
Improves work atmosphere:
OCB contributes to a positive work atmosphere by encouraging collaboration, mutual support, and positive relationships among employees.
Increases productivity
When employees show loyalty to the organization, it can result in higher productivity as they tend to work beyond basic expectations.
Reduces employee turnover
Satisfied and loyal employees are less likely to leave the organization, reducing costs associated with turnover.
Enhances the organization's reputation
Employees who demonstrate loyalty contribute to a positive image of the company in the eyes of clients, partners, and the public.
Encourages innovation
Loyal employees share ideas and participate in initiatives that promote innovation within the company.
Leadership Styles
Effective leaders inspire and empower their teams, fostering a culture of trust and open communication. Understanding leadership styles helps identify areas for leadership development and improve managerial effectiveness. Different leadership styles have varying impacts on employee motivation and performance, depending on the type of company and its organizational culture.
Three Common Leadership Styles:
1. Transformational Leader
Transformational leaders inspire and motivate employees by setting a compelling vision and empowering them to achieve it. They promote innovation, encourage creativity, and foster a sense of purpose and meaning in work. This style is highly effective in startups and innovative companies where creativity and adaptability are crucial. It is also beneficial in non-profit organizations as it unites employees around a common mission and inspires them to make a positive impact on society.
2. Transactional Leader
Transactional leaders focus on setting clear expectations and providing rewards or consequences based on performance. They believe in maintaining order, adhering to rules, and achieving specific goals. Transactional leadership can be effective in large corporations with well-established systems and processes. It helps maintain stability and ensures employees follow standard procedures to achieve consistent results. In manufacturing companies, where adherence to quality standards and meeting production quotas is critical, transactional leadership can create a disciplined and structured work environment.
3. Laissez-Faire Leader
Laissez-faire leaders provide minimal guidance and involvement. They trust employees and allow them to make decisions and solve problems independently. In creative industries such as advertising, design, or media, where employees are highly skilled and self-motivated, laissez-faire leadership can foster creativity and freedom of expression. In teams with experienced and self-driven members, the laissez-faire leadership style can empower individuals to take control of their work and contribute to the team's success.
- The effectiveness of a leadership style depends on various factors, including the company’s goals, the nature of its workforce, and its organizational culture.
Some leaders may adopt a blend of leadership styles, depending on the situation or the specific needs of their team and organization.
The key to successful leadership lies in understanding the unique dynamics of the company and its employees and utilizing the leadership style that maximizes employee motivation, engagement, and overall performance.
Drivers and Motivators
The HR Barometer is customized to investigate the most significant motivators and drivers in your organization: leadership, job content, working conditions and advancement opportunities, as well as the evaluation of certain non-monetary benefits and satisfaction with the existing ones.

How does the HR-Barometer work?
1. Designing the questionnaire
A questionnaire is created that covers various aspects of work and the organization. The questionnaire can be anonymous to allow employees to freely express their opinions.
2. Distribution and collection of responses
The questionnaire is distributed to employees via electronic means of communication. After that, responses are collected.
3. Data analysis
The processing and analysis of collected data are performed using statistical methods, allowing for the identification of trends, problems, and opportunities for improvement.
4. Reporting and action plan
Results are summarized and presented to management. Based on these results, an action plan is formed to address identified problems and leverage opportunities for improvement.
5. Implementation of changes
Based on the action plan, steps are taken to implement changes in the organization with the aim of improving the state of human resources and the organizational environment.
6. Monitoring and evaluation
After implementation, it is important to monitor the effects of changes and evaluate their effectiveness, thus closing the HR-Barometer cycle.
Who are we?
HR-Barometer represents a tool for a systematic and structured approach to evaluating and analyzing the state of human resources within an organization through the collection, processing, and analysis of employee feedback. This tool allows organizations to gain insight into the opinions, feelings, perceptions, and attitudes of their employees regarding workplaces, working conditions, interpersonal relationships, management, organizational culture, and other relevant aspects of business.


Do you have any questions?
For any further questions or to schedule consultations, feel free to contact us. We look forward to partnering with you in fostering organizational success through effective human resource management and talent acquisition strategies.