Workplace climate is how people experience their day-to-day environment: support, clarity, fairness, workload and psychological safety. Climate surveys give you a clear picture of the factors that drive – or undermine – performance and retention, so you can target improvements where they matter most.
What climate surveys measure
- Management and team support
- Role clarity and resources
- Workload and wellbeing
- Fairness and inclusion
- Psychological safety and voice
How we deliver
Our climate surveys are benchmarked and customisable. You get self-service and deep-dive reporting so leaders and HR can act on the data. Combine with engagement or culture surveys for a full view of your people experience.
Climate vs engagement surveys
Climate and engagement surveys are related but serve different purposes. An employee engagement survey measures how emotionally connected and committed people feel towards the organisation and its goals. A climate survey focuses on the working environment itself – the conditions, practices and everyday experiences that shape how people feel at work.
Think of climate as the weather people experience day to day, while engagement reflects the deeper relationship between an employee and the organisation. Climate issues – such as unclear expectations, poor management support or unfair processes – often sit underneath engagement scores. Addressing climate factors is therefore one of the most direct ways to improve engagement over time.
Many organisations run both types of survey. A climate survey can be a useful diagnostic tool when engagement scores have dropped, or it can serve as a standalone measure for teams or business units that need a focused check-in. Our AI-powered analytics can help you draw connections between climate data and engagement trends.
Who needs a climate survey?
Climate surveys are especially valuable in the following situations:
- After organisational change – Restructures, mergers, leadership changes or policy shifts can all affect the day-to-day experience of employees. A climate survey gives you a clear picture of how people are adjusting.
- When turnover or absenteeism is rising – If you are losing people or seeing increased sick leave, a climate survey can help pinpoint what is driving dissatisfaction before it becomes a larger problem.
- For specific teams or departments – Sometimes the issue is localised. A targeted climate survey can surface team-level concerns that a broad engagement survey might miss.
- As a baseline before interventions – If you are about to invest in wellbeing programmes, leadership development or process improvements, a climate survey provides a benchmark against which you can measure progress.
Whether you survey the whole organisation or a single division, our platform makes it simple to set up, distribute and report on climate surveys at any scale. Explore our case studies to see how other South African organisations have used climate data to drive change.
Frequently asked questions
How often should we run a climate survey?
Most organisations run a full climate survey annually or bi-annually, with shorter pulse surveys in between to track progress on specific themes. The right cadence depends on your context – we can help you decide what works best.
Are climate surveys confidential?
Yes. Confidentiality is fundamental to getting honest responses. We apply minimum group sizes for reporting so that individual responses cannot be identified, and we clearly communicate confidentiality to participants before the survey opens.
Can we benchmark our results?
Absolutely. Our climate surveys include South African benchmarks so you can see how your scores compare to similar organisations. Benchmarking adds valuable context and helps leadership teams prioritise the areas that will have the most impact.
Related solutions
Employee engagement surveys · Organisational culture surveys · Pulse surveys for ongoing feedback · AI-powered survey analytics