A public entity contacted The Employment Law Solution: McFadden Davis requesting a proposal for the firm to conduct a Workplace Climate Assessment. ELS proposed a team of two lawyers skilled in workplace investigations to complete the project within an aggressive timeline.
Jamala McFadden
Jamala McFadden and Raquel Crump managed the workplace climate assessment to “identify areas of strength and opportunity, and to define a path forward for the maintenance of a supportive and productive work environment.” Their work consisted of a review of prior surveys to identify issues with the culture, climate, morale, and leadership and proposal of a methodology to use in conducting the Climate Assessment.
The project requirements included drafting the questions, designing the survey, implementing the survey using third-party software, compiling the survey results, and presenting a report on the findings of the climate assessment. Our client was very pleased with over a 90% response rate to the voluntary survey. The survey included an option for the respondent to indicate a desire to be contacted individually for further discussion. ELS attorneys conducted the individual meetings and included their findings in the assessment report. The client and employees valued the firm management of the assessment process as it led to credibility and enhanced the perception of the assessment as an objective and transparent undertaking.
Raquel Crump
What can climate assessment do for your organization?
- Climate assessments can improve morale and productivity. The assessment process is helpful in identifying problems and providing information and facts that can be used in productive individual coaching sessions, if required.
- People appreciate and value the opportunity to talk without fear of retaliation.
- General statements and comments gathered during the course of an assessment can help to identify what employees truly value. In some cases, a misperception regarding pay concerns can lead to an identification of alternative valued offerings for employees like flexible work schedules and telecommuting. People may be open to non-monetary recognition and have preferences regarding how recognition should be given. Some individuals may prefer recognition in all-unit meetings, while others may prefer inclusion of a record of good work on a performance evaluation.
- A climate assessment may bring to light perceived inequalities such as pay disparities. Law firm recommendations and assistance with how to measure and validated perceived inequalities can be used pro-actively and offer a clear path for HR professionals to follow in improving the climate of their organizations and making the workplace better.
Please contact Jamala McFadden or Raquel Crump for more information regarding climate assessments.
