Employee Engagement
Employee engagement is driven largely by issues in the organizational climate. It is important to measure the work climate of an organization for many reasons. First, just like everything else, if you want to make "it" better, you have to measure it. You must have an understanding of the present work and organizational issues that affect the climate in order to identify and achieve breakthrough and continuous improvement results across the organization. 
The Climate Assessment Process guards against a "one size fits all" mentality when attempting to align an organization. For example, a Human Resources department typically has very different issues than an Engineering department. Demographic coding allows leaders and managers to get a "snapshot" of the organization by department and ultimately by work unit. Interventions are made based on the particular needs of a specific work unit or group, as seen by that work group.

Data from the Climate Assessment provides managers and supervisors with specific feedback from their direct reports. Through feedback sessions, each manager meets with individual work units and the department as a whole to present the organizational and work unit results and to facilitate the development of specific action plans driven by employees.
The Climate Assessment measures the level of critical factors such as customer connection, alignment with business strategy, innovation, involvement, information sharing, autonomy, teamwork, coaching, standards/ procedures, quality, work design, and flow.
An initial baseline is established and subsequent climate measures are taken every 18 to 24 months. These follow-up assessments measure the degree of achievement for the organization as a whole as well as for individual departments and work units. They also aid in collecting new data to readjust and target further opportunities for breakthrough and continuous improvements.
The Climate Assessment involves all employees in creating a roadmap toward their common future.