What would we change immediately if we were running the company we work for

Insee what the answers reveal about the state of corporate culture in our latest survey with the question “What would you change immediately if you were running the company you work for?”

 

Survey results:

• Order and organization of work – 49%
• Measures for collective cohesion – 20%
• Personal financial incentives – 18%
• More courses and training – 14%

 

The deep meaning behind “order and organization”

The choice of almost half of the participants for “order and organization” over the other options reveals a key problem – the lack of clarity, structure, and effectiveness in the work environment. In many companies, employees face inconsistent processes, poor distribution of responsibilities, unclear expectations, and frequent changes without adequate communication.

When these basic elements are missing, it leads to:

• waste of time and resources,
• tension in the team,
• feelings of helplessness and even cynicism regarding management,
• burnout in the long term.

Order is not just an administrative category – it is the foundation for trust, security, and productivity.

 

Collective cohesion: a sign of the need for human connection

With 20% of the votes, the desire for measures for collective cohesion clearly shows that employees are looking for better interpersonal relationships and a stronger sense of teamwork. This includes:

• more joint initiatives outside the work context,
• space for emotional support,
• a culture of collaboration instead of competition.

In conditions of tension, hybrid or remote work models, and constant uncertainty, the need for cohesion is a natural response to the social isolation that often settles in the office environment.

 

Financial incentives: important, but not leading

Only 18% would start with financial incentives – data that may seem surprising at first glance. But in fact, they confirm a trend observed in recent years: salary is important, but does not compensate for poor organization or a toxic environment.

People want to be well compensated, but if the system is chaotic, communication is poor, and the workplace is tense, even a good salary is not a sufficient motivator for long-term commitment.

 

Training – undervalued or placed in the wrong context?

The answer “more courses and training” receives the least votes (14%). This does not mean that employees do not want to develop – rather, it signals that they do not believe that training can solve systemic problems. In companies without order, clear goals, and team culture, every training is perceived as “dust in the eyes,” rather than a tool for real change.

 

What conclusions can we draw?

Sustainable change starts with the basics.

This survey clearly shows that the most valuable currency in an organization is not just money or additional training – but a well-functioning structure, respectful communication, and security in everyday life. Employees do not want miracles. They want clarity. They want consistency. They want to know what their role is and what is expected of them.

For managers and leaders, this is an invitation – to stop looking for complex solutions and start with the most basic: the organization of work and human relations.