The social barometer is a key tool which, thanks to precise indicators, serves as a compass for your organization. If a team that has morale is a high-performance team, then a team tinged with individual and collective tensions is often a source of absenteeism, disengagement as well as a drop in productivity and attractiveness. In this article, you will find many examples of key indicators to include in your social barometer to measure the social climate of your organization.
Social barometer: Indicators to know
Choosing the right indicators for your social barometer allows your organization to identify the sources of a tense climate and psychosocial risks (PSR). They are indeed an essential tool for establishing a clear diagnosis and better controlling the evolution of the social climate. An effective social barometer will constitute an excellent basis for the implementation of measures aimed at defusing potential conflicts and improving QWL.
In order to develop an effective questionnaire for your social barometer, here are examples of indicators that you absolutely need to know.
- L’eNPS (employee Net Promoter Score). It shows the average of employee responses to the question “Would you recommend your company as a good place to work?”. It can be decisive for the reputation of your company and your ability to attract talent.
- The absenteeism rate. This indicator is certainly an indicator of the level of absenteeism of your employees, but not only. It also reveals the Quality of Life (QVT) and the Working Conditions within your company. It is also linked to the rate of engagement and therefore of satisfaction.
- The number of resignations within the organization. If it is high, it reflects a real malaise in the company. It can be a problem of remuneration, lack of development prospects, or an unfavorable work environment.
- The average seniority of employees This indicator makes it possible to know the degree of employee loyalty. It therefore makes it possible to measure the turnover of the company over a given period. Again, this indicator is often strongly linked to QVT and working conditions.
- Career development within the company. Assessing the internal paths of employees as well as their prospects for development through promotions, increases and training makes it possible to know whether employees can plan for the long term within the company. It reflects your ability to attract talent, and above all, retain it.
- The overall management. This makes it possible to know under what conditions the employees are managed. The more the management is appreciated by the employees, the healthier the social climate. This issue is strong, knowing how to retain your talents is crucial for the development and reputation of the organization.
The main categories of indicators
By frequently questioning collaborators using open and closed questions, you will obtain rich feedback allowing continuous improvement of your company. In order to obtain complete results allowing you a global vision of your professional ecosystem, make sure to ask questions touching on all the following main themes:
- Labor conditions
- The overall management
- The financial health of the organization
- The external economic situation
- The future and development of employees within your company
The results corresponding to each indicator must then be analysed. These will guide you in your decision-making in order to improve the social climate of your organization, and therefore its general performance. the company.
We should also remember that, for companies with more than 300 employees subject to legislation on works councils, carrying out a social report is part of the legal obligations.