We conducted an organizational climate and employee engagement survey for some of the largest employers in Croatia, covering 50,000 employees. The results show that companies that understand and address their employees' key needs not only increase their engagement but also achieve measurable returns on investment.
Employees in Croatia are generally satisfied with relationships with colleagues and superiors
The organizational climate and engagement survey conducted this year for several employers in Croatia showed that companies that conduct continuous surveys followed by analysis and an action plan have 15% less absenteeism and 20% lower employee turnover. Additionally, they experience a productivity increase of 10-15% and a 25% rise in innovation within departments.
The same survey indicates that employees seek a work environment that provides a sense of purpose, development, and security. The most important predictors of engagement include job purpose, opportunities for learning and advancement, employee well-being in the workplace, innovation, promotion prospects, and leadership competencies of their superiors.
Communication, career development, and pay are the lowest-rated areas
The highest-rated aspects of work are relationships with colleagues and superiors, leadership skills of superiors, job purpose, and work organization. The lowest-rated segments include communication, career development, pay and rewards, employee well-being, and learning and development. These areas have the lowest scores and represent segments that create dissatisfaction among employees.
The data collected through organizational climate and engagement surveys are not just numbers—they provide deep insight into how employees perceive their workplace, what motivates them, and where key opportunities for improvement lie.
Croatian work culture is strongly oriented toward interpersonal relationships, meaning employees place special emphasis on support, team spirit, and connections with colleagues and superiors. Therefore, it is not surprising that the highest satisfaction was recorded precisely in these categories. Communication, career development, and pay are the lowest-rated areas where there is the most room for improvement, and these areas are often inadequately addressed.
Climate and engagement surveys are pointless without an action plan
Companies that implement follow-up activities after conducting climate and engagement surveys achieve an average 10% increase in employee satisfaction year over year. The best progress is made by companies that regularly conduct annual comprehensive surveys and quarterly or semi-annual Pulse Check surveys to assess whether they are on the right path to implementing improvements.
Organizational climate and engagement surveys without subsequent action plans are ineffective. Follow-up activities include workshops for HR and managers, helping them present results to employees. These workshops often involve coaching managers to develop action plans based on survey results for their departments. It is essential to monitor the implementation of these plans quarterly to maintain focus on the drivers of engagement and satisfaction.
Many leaders lack structured support in developing specific leadership competencies
The relationship with superiors affects employee satisfaction, and managers are responsible for creating team atmospheres and setting action plans based on engagement survey results. Therefore, HR professionals recommend continuous leadership competency development for managers. Self-management, empathy, and constructive feedback skills are some leadership competencies that significantly impact the team atmosphere.
Although these competencies are often assumed for leadership roles, they must be developed systematically and persistently. It is not enough for a good manager to be an expert in their field; they need training like the SELECTIO Leadership Academy to prepare them for the challenges of managing modern teams.
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The Employer Partner and Equal Pay Champion projects raise the quality of workplaces across the region. Organizational climate and engagement surveys are conducted for companies of all sizes, regardless of industry. The methodology used is validated psychometrically and focuses on assessing all relevant aspects of work and statistical analyses to identify which aspects best predict employee engagement. Digital solutions can be used, but employees can also complete questionnaires in a paper-pencil format.
If you want to see how a SELECTIO climate and engagement survey looks, request a demo meeting at contact@selectio.hr.
