Organizational Barometer

The Organizational Barometer is an analytical tool used to examine how groups, organizations and companies function.

The Organizational Barometer is one of the analytical instruments used in the theory and concept of the Four Rooms of Change. It consists of an introduction to the Four Rooms, to help the group construct their own understanding of the concept, and a questionnaire containing 40 standardised and customised questions.

Everyone participates in the analysis, conclusions and action plans

The Organizational Barometer is carried out with all employees and managers together. Everyone participates, and everyone’s views are taken into account. The process is always led by a certified supervisor. Working with the Organizational Barometer provides the group with concrete values on how the group or organization functions.

• What are we satisfied with?
• What do we avoid?
• What causes confusion?
• How inspiring is it?

Together, the group analyses, processes and draws conclusions from the results, creating action plans for change and improvement.
Measures are planned at individual, group and management levels so that the most important things can happen immediately. Everyone participates in implementing the results. This makes the effect very strong and effective.

Methods and tools for daily and weekly status checks are available.

Follow-up of the organizational barometer

After eight to ten months, a new organizational barometer is conducted. At that time, all action plans and commitments are reviewed and new action plans are devised.
The Organizational Barometer is an excellent alternative to anonymous surveys. It can also be used alongside surveys.

Here’s how you can use the Organizational Barometer

• Before change and development, to increase the pace of change and development.
• Before, during and after a reorganization or other change.
• It can be used to create more participation and to make open and structured use of employees’ experiences, desires, creativity and commitment.
• At the start of a project, and for later review of its status.
• In connection with management changes or other changes in a group.
• In systematic work environment efforts to measure and follow up on the work climate.