What makes an organisation work well?
What can an organisation do to promote the well-being and commitment of its employees?
How can you increase efficiency and get closer to the goal?
Are your employees just going to work?
How can you make working more than just a job?
Tripod’s Workplace Wellbeing Survey methodology has been developed based on two pillars:
- Our 20 years of experience in the field of organisational development, during which we have mapped the most important factors shaping employee wellbeing and engagement. In total, we have collected more than 70,000 data series over 150 projects.
- To the practical knowledge of senior and HR managers in Estonian and international organisations on what are the most important issues today and in the future. To do this, we conducted more than 10 interviews to get an in-depth insight into their perspectives on organisational wellbeing.
An organisation with a high level of well-being at work promotes the well-being of all its members at every level of organisational functioning. Such an organisation empowers, engages and inspires its employees, but also empowers them to take responsibility for their work and the wellbeing of the organisation.
The methodology of the well-being and commitment survey consists of two parts:
- Organizational wellbeing attributes – combining a data-driven approach and practical management experience, we have formulated three views on organizational well-being attributes. In other words, these are content themes that address best practices in the functioning of organisations and key challenges;
- The overall wellbeing of an organisation’s employees, which measures employees’ commitment and attitudes towards the organisation.
To carry out the organisational well-being survey:
- familiarise ourselves with the organisation and its governance structure;
- we will adapt the methodology to address the issues of particular relevance to the client;
- we help to think through the pre-communication phase of the survey;
- prepare reports at each level to support the multi-level development of the organisation;
- present the results of the survey, help to identify priority areas for improvement and plan and implement follow-up activities.