How to realize toxic working environment of Target when HR Due Dilligence?

Home Forums Due Diligence How to realize toxic working environment of Target when HR Due Dilligence?

  • This topic has 5 replies, 5 voices, and was last updated 6 months ago by Anonymous.
Viewing 6 posts - 1 through 6 (of 6 total)
  • Author
    Posts
  • #89822
    Anonymous
    Inactive

    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?

    #91927
    Anonymous
    Inactive

    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.

    #97206
    Anonymous
    Inactive

    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

    #97481
    Anonymous
    Inactive

    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.

    #98818
    Anonymous
    Inactive

    You can also use Glassdoor to better understand the culture of target company.

    #135111
    Anonymous
    Inactive

    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.

Viewing 6 posts - 1 through 6 (of 6 total)
  • You must be logged in to reply to this topic.

Are you sure you
want to log out?

In order to become a charterholder you need to complete one of the IMAA programs