Measure your organization's climate and watch how it evolves
Build climate projects adapted to your reality using 32 predefined metrics, modifying them or creating your own. Configure participation, segment the results, protect anonymity and run re-assessments to understand not only how the organization is today, but also how it changes after you act.
A one-off survey tells you how you are. A monitor helps you track what changes.
A climate measurement can answer:
How do people perceive certain aspects of the organization today?
But many organizations also need to answer:
- Where are the main differences?
- Which groups experience different realities?
- What do we want to improve?
- Has anything changed after acting?
Talent360 lets you turn a one-off assessment into a tracking process.
Don't measure climate just to get a snapshot. Use re-assessments to observe its evolution.
And you don't have to use them all. Build the climate you really want to measure
Talent360 includes 32 organizational climate metrics available in the system. They relate to areas such as:
But the library is not a closed questionnaire. The user can:
Your organization doesn't have to adapt to our survey. You can adapt the measurement to your organization.
Start with General Climate or build your own model
Talent360 includes a predefined General Climate set for those who want to start with an already configured structure. But you can also:
GENERAL CLIMATE SET
Ready to use
YOUR OWN SET
This lets you use Organizational Monitor for much more than a single standard corporate survey.
Design the project around your organization
Configure what to measure, how to ask and how to participate. Among the project options you can configure aspects such as:
Illustrative example: project configuration.
Metrics
Select the set of metrics that will be used.
Desired target
Lets you add a reference for where you want to be, in addition to measuring current perception.
Comments
The project can allow comments to complement scores with qualitative information.
Don't know / No answer
Can be enabled so a person doesn't have to rate something they don't have enough information about.
Languages
Select the languages available for each project.
Title and instructions
Customize the communication the participant receives.
Segmentation
Define groups and variables that later allow you to analyze differences between collectives.
Participation type
Choose the access system best suited to the level of anonymity and tracking required.
You don't just decide what to ask. You also decide how you want to listen.
Two levels of anonymity depending on what the project needs
"Anonymity" can mean different things. That's why this difference must be very clear.
1. Fully anonymous participation
Shared link per segment
Participants access through a shared link.
This lets you collect responses within the corresponding segment without individually identifying who participated.
Suitable when the top priority is preserving the person's anonymity.
GROUP LINK
2. Anonymous responses with participation tracking
Personal link
Each participant receives an individual link. This lets you know:
- who has responded
- and who has not yet participated
but without linking the participant's identity to the specific answers they submitted.
PERSONAL LINK
Segment to discover different realities
A general average can hide important information.
Talent360 lets you structure participants through segmentations to understand differences within the organization. For example:
REGION
AREA
The real report shows precisely global results and results differentiated by segments, allowing you to compare perception and desired state between groups.
Perceived state vs desired state
Don't limit yourself to knowing where you are. When the project includes a desired target, Talent360 can compare the perceived state and the desired state by areas and metrics.
PERCEIVED STATE
How do we experience it now?
DESIRED STATE
How do we believe it should be?
The real report represents that comparison both at the area level and in the detail of each metric.
A 70 may seem acceptable in isolation. But if the group considers it should be at 92, there is a gap that deserves attention.
Two ways to rate
Use the response experience suited to the project. Talent360 lets you configure different rating systems.
1 to 10 scale
Allows a detailed rating and working with fractions.
Emojis
Offers a more visual and intuitive experience when the project context makes it convenient.
We don't present one as better than the other. The choice depends on:
Understand the organization first. Then dig deeper.
The report allows different levels of reading.
Participation
Shows the volume of responses and the use of "Don't know / No answer". The sample report presents both total participation and participation by segments.
Rating by areas
Lets you compare major areas of the organization.
Rating by segments
Shows differences between the groups defined in the project.
Detail by metric
Descends from each area to the specific aspects assessed.
Perceived vs desired state
Lets you detect the distance from the level participants consider appropriate.
Visual charts
General and detailed representations make it easy to spot patterns quickly. The report includes both a global chart by areas and a radar with the detail of the metrics.
Response distribution
Helps you understand whether an average reflects consensus or hides very different experiences.
The average doesn't always tell the whole story
This idea is conceptually important. Imagine one same average hiding opposite realities.
CASE A
6 · 7 · 7 · 8
Relatively homogeneous perception
CASE B
3 · 3 · 10 · 10
Completely polarized perceptions
The average is the same.
The organizational reality is not.
That's why distributions, segments and detailed data help interpret results with more context.
PDF report + on-screen analysis
Use the information the way you need. Talent360 offers different ways to work with the results.
PDF report
Generates a structured view of the project to share or review.
On-screen data and charts
Let you navigate the results directly from the platform and dig into different perspectives.
Export to Excel
Download the data to continue analysis through People Analytics, corporate reporting, internal models, presentations or other additional analyses.
From measuring once to measuring evolution
Re-assess and observe what is changing.
A project can include re-assessments, avoiding having to start from scratch every time you want to measure again. This lets you compare different moments:
This way the organization can observe:
- which metrics evolve
- which gaps decrease
- which areas remain stable
- which groups experience different changes
- where action is still needed
The question is no longer just "how are we?" and becomes also "are we making progress?".
Measure the effect, without confusing evolution with causality
If a score improves after an action, we know perception has changed.
But that doesn't automatically prove that a single initiative was the exclusive cause of the change.
The Monitor helps observe evolution and generate questions, not establish automatic causality.
Much more than an annual survey
Use the Monitor according to the organization's moment.
General climate
Get a global view of the organizational experience.
Improvement plan tracking
Re-assess after intervening to observe the evolution.
Change processes
Create specific metrics to listen to people before, during or after a transformation.
Leadership
Dig into perceptions related to managers, leadership or leadership styles.
Internal communication
Analyze specific issues of information, channels, coordination or transparency.
Culture
Use predefined, adapted or custom metrics to explore relevant aspects of the cultural experience.
Group experience
Use segmentations to understand how different groups experience the organization.
Working and socio-labor conditions
Analyze factors related to conditions, work-life balance, equality, flexibility or other relevant variables.
From data to priorities
A result is not yet an action plan.
The Monitor can show:
That's why the correct sequence is:
Not:
People respond better when they understand how the information will be used
Climate projects must clearly communicate:
Talent360 offers different participation models to adapt the level of anonymity and tracking to the project's needs.
Listening to the organization requires data. Getting honest answers requires trust.
Climate reflects perceptions, not absolute truths
The results show how participating people perceive certain aspects of their organizational experience at a given moment.
A low score does not automatically identify:
- the cause
- a person responsible
- the solution that should be applied
- or the future impact on the business
The data helps identify where to look and what is worth understanding better.
Frequently asked questions
Listen to your organization better and see how it changes
Build the project you need, protect participation, analyze differences between groups and measure again to understand how the climate evolves.