How to realize toxic working environment of Target when HR Due Dilligence?
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employees in some large organization receive a good salary/allowance but feel stress and unhappy with the work. They do not resign/move to other companies and still remain working in the organization in the long time . How to realize toxic working environment of Target when HR Due Diligence?
Identifying a toxic working environment during HR due diligence involves a comprehensive assessment of various factors. Some strategies to recognize signs of a toxic workplace during the due diligence process include anonymous employee surveys, review turnover rates, review exit interviews, assess employee engagement levels through various metrics, such as participation in company events, contribution to projects, and collaboration within teams and social media and employee reviews.
You an also request a specialized company to perform a specific assessment if there is enough time to get more data from an external third party who would conduct the audit on the same information highlighted by Ronald
Based on my experience, a toxic working environment can be identified through anonymous surveys and by analyzing data such as turnover rates, absenteeism, performance metrics, and employee engagement scores. While it may pose a risk from an M&A perspective, it also presents an opportunity to create value by transforming the organizational culture.
You can also use Glassdoor to better understand the culture of target company.
I echo what Ronald and Zoltan shared above with respect to anonymous employee surveys, voluntary attrition, and exit interviews. Overseeing People Analytics in the company I work for, AI can really help with analyzing free text comments (if statistically significant) from surveys and exit interviews to help summarize a view to the culture climate, providing more context beyond just numerical scores.
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