Emotional Culture INDEX
Employees working in an emotionally positive climate experience alignment with the organisation’s culture and feel that it reflects their beliefs and values. Such an environment enables faster learning, better thinking, innovating, and collaborating and, in turn, team members are more effective, efficient, and feel fulfilled in the work they do.
Every leader has a need for certainty. They need to know how their team members feel at work and how to empower, inspire and motivate them. When employees share a common purpose they experience meaning and contribute to the success of the organisation with more enthusiasm.
Knowing how team members perceive the emotional climate at work may be considered the starting point in every leader’s endeavour to clarify the organisation’s culture, its core ideology.Make an Enquiry
This tool provides a direct way to discover opinions of employees that would likely otherwise be overlooked and unreported.
The Emotional Climate at work is measured using the Emotional Culture Index (ECI). The ECI survey results clearly indicate where the organisation needs to make improvements. Leadership is more important than ever, and I came across wonderful people, in leadership roles, who wanted to positively influence their team, but didn’t know how to do it, where to start as they didn’t have the proper tools or strategies.
Given all the disruptions we have all recently experienced at work, we all go through significant change and the emotions we all experience are no longer something to be overlooked.
A positive emotional climate amongst the team members leads to better collaboration, to innovation, creativity, productivity, support, and resilience.
the results give business owners and human resources departments an important glimpse into how employees feel, from the ground floor, up;
provides a direct way of discovering the opinions of employees that would likely otherwise be overlooked and unreported;
by determining the way employees feel, business owners and in particular the leaders in the organisation, can take immediate action to ensure identified gaps are resolved and areas of weakness are improved, as necessary;
a great way to make employees feel that they are important and valued and they contribute to the improvement of business practices. This also boosts morale which ultimately positively impacts productivity in the workplace.
Assessing the Emotional Climate at Work
We all experience a wide range of positive and negative feelings at work as we interact with colleagues, customers, suppliers, and others. These feelings influence our decisions, behaviour, and performance in interesting ways.
Positive feelings have a ‘broaden and build’ effect causing us to think more broadly, engage more deeply and perform better. Negative emotions tend to have a ‘narrow and limiting’ effect, causing us to be more closed-minded, less engaging, and poorer at performing. At a collective level, these emotions impact the bottom line. In high performing organisations, people experience more positive emotions and less negative emotions than those in low performing organisations.
About this Tool
The tools is customisable. The emotions to be measured must be relevant to the organisation’s culture, to its core ideology. Examples include “supported”, “valued”, “productive”, informed”, “stressed”, disorganised”, etc.
The ECI tool has been designed to measure three dimensions of the emotions at work:
- Current Emotions
How often your team members experience certain feelings at work.
- Fair and reasonable emotions
How often they think it’s fair and reasonable to experience these feelings at work given the nature and context of your workplace.
- Ideal Emotions
How often they think they should ideally experience these feelings in your workplace in order to be effective.
The visual index displays the levels of positive and negative emotions employees are experiencing.
People who are feeling more:
- relaxed are more solution-focused
- purpose-driven are more engaged
- valued promote your organisation’s brand
- cared-for have more buy-in
- informed are more accountable
- consulted have more buy-in
- empowered shows more discretionary effort.
What is involved
- Prior the survey, we meet (in person or online) to establish the emotions to be measured. They must be relevant to the organisation’s culture, to its core ideology. Examples include “supported”, “valued”, “productive”, informed”, “stressed”, disorganised”, etc.
- Prior the survey, the participants will attend a 30min online presentation where they will be introduced to the definitions of the concepts to be measured, to ensure everyone shares the same understanding.
- Participants will complete the survey.
- The results of the survey will be available to be discussed with the management in an hour online meeting, 24h after the survey has been completed by all participants.
- Follow up - recommendations and action plan to address the identified gaps.
Assessment Key Features
- Short Survey: The survey takes only 5 minutes to complete.
- Instant results: Receive your own Results Dashboard and PowerPoint slides
- Customised: Demographics questions and emotions labels are chosen to represent your organisational culture and/or aligned with your strategy for achieving your goals.