Companies primarily tend to examine their employees' level of satisfaction through the use of questionnaires full of closed questions.

A quantitative survey can't get to the bottom of what motivates people. For example, what good is it to know that 30% of the company workforce (as opposed to 25% according to the previous questionnaire) feels that it has a ''good'' relationship with its boss? If in the previous months various initiatives were organized, how can one know which of these actually worked?

In the field of Human Resources it's much more useful, in our opinion, to conduct motivational (and therefore qualitative) studies. These questionnaires should be accompanied by individual and group interviews. The qualitative/quantitative approach is much more challenging and costly, but it is invaluable in determining the sort of work to be done and/or in evaluating that which has already been done.

.Employee satisfaction survey with a qualitative/quantitative approach

.Analysis of INTERNAL COMMUNICATION needs, of its organization, and of its channels

.Strategic Development Proposal on two scales (short term and medium/long term): INSTANT AND STRATEGIC PLAN

.Focused analysis of satisfaction with company publications, both paper and electronic