Negative work environment: a talent repellent

Talent management areas must be committed to implementing strategies that take care of the well-being of employees and their experience in the organisation. Making sure there is a good work environment is equal to investing in the company’s future. 

Search for Google reviews, go through social media and ask for references to people they know: these are just some of the things that people do when they want to know more about someone or something, and organisations are not the exception. Psychologist Marité Pereda, specialist in organisational environment and Director at Puntual, explains that a company’s reputation is a determining factor when attracting or retaining talent. 

An organisation is a system made up of groups of people who interact and build a set of values, rules and customs, which determine its identity, creating a certain environment. Regarding this, Pereda states that: “Taking care of the organisational environment is being aware of the indicator that is telling us whether we’re doing things correctly or not, regarding the variables that have an impact on people.”  

For many years, we have believed in the theory that environment is something that can be imposed within an organisation. However, the truth is that, even though this isn’t possible, it can be managed and enhanced. In fact, this is what many companies do to protect their image from internal and external customers, employees, buyers, suppliers, etc. Employer Branding is one of the trends in talent management that is winning most followers worldwide. 

One of the variables that is most related to Employer Branding is precisely organisational environment. According to the study Preparing for take-off,between 2013 and 2018, the worldwide staff turnover increased by 23% and one of the main causes was work environment. Having a presentation letter is key for any company, and it being positive or negative “can be determining when attracting talent, creating loyalty or scaring talent away”, explains Marité Pereda.  

In this sense, an organisational environment test allows the company to obtain a diagnosis of the current situation, whether employees are satisfied or not, or whether there is any issue that is preventing the company from reaching 100% productivity, and to know how employees are living the experience of working in the organisation. The goal of this test is to identify pain points so that measures can be taken to improve organisational environment management and, as a result, take care of the company’s employer branding.   

The challenge presented to the talent management departments is to make a better analysis and diagnosis of what is experienced and how it is experienced in the organisation. Pereda claims that, even though the work environment test must be led by the Human Resources department, executives must be committed and open to dialogue for results to be effective.  

Currently, consulting firm Puntual and PDA International are working together to create an organisational environment test with a systemic approach, in which the PDA Assessment will analyse the person’s behavioural profile, identifying strengths and areas of opportunity. In addition, the resulting report will provide information about the current situation of the employee and the organisation as a whole, and it will allow the company to act upon it by taking measures that promote and help to create a work environment in which people will have a positive experience.