Workload
Available time, priorities, and how management anticipates and regulates the workload.
I have enough time to complete my tasks.
Categories measured
- Discussion
- Prioritisation
- Protection
- Time
- Anticipation
- Email management
Measure how your teams really feel.
Klimat measures quality of work life and working conditions, as well as psychosocial risks, with a confidential questionnaire designed by Empreinte Humaine’s work psychologists. Every team gets clear results and clear priorities for action.
- A quick questionnaire, on any screen
- Results by team, never by individual
- Data hosted in France and Canada
I have enough time to complete my tasks
Question from the Klimat catalogue · Workload
Sample data
Illustration: each answer joins the rest of the team’s. The team score (68 out of 100, an area for improvement) only appears from 6 answers, the threshold in this example. Sample data.
In France, one employee in two is in psychological distress.What about your teams?
Source: Empreinte Humaine × Ipsos BVA barometer, T16, May 2026.
Out of 100 employees, 50 are in psychological distress: the highest level since the first barometer, in 2020.
Empreinte Humaine × Ipsos BVA barometer, T16: 2,000 employees surveyed in May 2026.
- 32% are at risk of burnout, 11% at severe risk.
- 84% want their work to be recognised; 49% say it is.
- Only 11% work in a climate of high psychological safety.
It is also a legal duty.
In France
Employers must protect workers’ physical and mental health (Labour Code, art. L4121-1) and assess every risk, psychosocial risks included, in their single risk assessment document (DUERP). Mental health has been designated France’s “Grande cause nationale” for 2025 and 2026.
In Québec
Under Act 27, psychosocial risks must be identified and analysed in the prevention programme, or in the action plan for workplaces with fewer than 20 workers. The CNESST recommends a valid, reliable tool that respects confidentiality.
A simple mood survey is not enough: you need to measure the risk and protective factors recognised by research, then follow through on the action plans that improve the situation. That is exactly what Klimat does.
Listen. Understand. Act.
Klimat is a tool for supporting dialogue, created by Empreinte Humaine, a firm of work psychologists and prevention experts: a platform that brings together online questionnaires, dashboards, guidance and action plans. It turns your employees’ confidential answers into clear results, team by team, then helps you decide what to do next.
I have the feeling that my manager listens to me.
Klimat question: Manager proximity
Listen
The questionnaire. A quick questionnaire, built from a research-based catalogue of themes. Available in 7 languages.
Our team members help each other when needed.
Klimat question: Team
Understand
The results. Scores out of 100, a heat map by unit, strengths, points to watch and comments, at every level of the organisation and by segment (age, gender, status…).
The tasks I carry out are useful.
Klimat question: Quality of work
Act
The actions. Practical guides, action plans tracked in the tool and support from a consultant to open the conversation with teams.
A Klimat campaign, step by step.
Empreinte Humaine’s teams support you from preparation to the presentation of the results. Here is how a campaign unfolds.
My responsibilities are clear.
Klimat question: Role clarity
Step 1 of 6 : Frame
Together we set your objectives, scope and schedule, then choose the right Klimat format: a regular barometer, a psychosocial risk assessment, a follow-up after a reorganisation…
Example
Scoping note
- Objectives
- Scope
- Schedule
- Formatannual barometer?
Step 2 of 6 : Build the questionnaire
Choose themes from a catalogue of more than 40 categories and 300 questions, add profile questions (job, seniority, site…) to analyse results by group, and tailor the introduction and invitation texts. We recommend working with our work psychologists to select the themes and, if needed, rephrase questions.
Example
Selected themes
- Workload
- Recognition
- Support
- Autonomy
- Work-life balance
+ 3 profile questions
Step 3 of 6 : Import your organisation
Two Excel files are enough: your units, then your employees. Klimat rebuilds the organisation chart, and each manager only sees the results for their own scope.
Example
- units.xlsx
- employees.xlsx
Leadership
- Production
- Workshop A
- Workshop B
- Services
- Finance
- HR
My manager recognizes the effort that I put into my work.
Klimat question: Recognition
Step 4 of 6 : Launch and remind
Each respondent receives an email invitation containing a personal link to the questionnaire. It can also be shared via a QR code. For people without an email address, an access code also lets them answer. The campaign runs for 10 to 21 days, with reminders on day 3 and day 7 sent only to those who have not answered yet, and participation can be followed in real time. We also support you with communication: timing, channels, key messages.
Example
- D0Invitation
- D+3Reminder 1
- D+7Reminder 2
- D+21Close
Participation68 %
Step 5 of 6 : Respond
For your employees: on a computer, tablet or smartphone, with no account or installation. Answers are saved as they go, so everyone moves at their own pace and can stop and pick up later.
Example
Question 12 of 30
I feel sufficiently informed when changes happen.
- Strongly disagree
- Somewhat disagree
- Neither agree nor disagree
- Somewhat agree
- Strongly agree
Saved
I feel that my company cares about me.
Klimat question: Support
Step 6 of 6 : Read and act
When the campaign closes, authorised users (usually HR and managers) see the results for their scope: summary, strengths, points to watch, heat map, comments. Practical guides, action plans and a debrief with a consultant take it from there.
Example
Overall score
72/100
Strengths
- Team84
- Respect81
- Autonomy79
Points to watch
- Workload54
- Recognition58
- Balance61
Practical guide: workload
What Klimat measures.
A catalogue of themes drawn from occupational psychology research. Each theme breaks down into categories, each category into questions. You build your questionnaire around your own priorities.
Role clarity
Knowing what is expected: tasks, responsibilities, and the freedom to ask for clarification.
My responsibilities are clear.
Categories measured
- Clarity
- Clarification
- Involvement
- Freedom to ask
Autonomy
Room for manoeuvre at work and how tasks are delegated.
The flexibility that my manager gives me in my work is satisfactory.
Categories measured
- Delegation
- Autonomy
Change
Information and dialogue around change, and its pace.
I have enough information during changes.
Categories measured
- Dialogue
- Information
- Frequency
Quality of work
Having the means to do good work, its meaning, and the pride it brings.
The tasks I carry out are useful.
Categories measured
- Resources
- Meaning
- Pride
Strategic direction
The link between everyone’s work and the organisation’s strategy and values.
I feel that the work I do contributes to the fulfillment of my organization’s strategic directions.
Categories measured
- Strategic alignment
- Customer orientation
Digital tools
How digital tools are used: rules, working hours, managers setting the example.
There are rules on how digital tools should be used in my company.
Categories measured
- Working hours
- Rules of use
- Leading by example
Hybrid work
How hybrid work is organised: information, relationships, goals, balance, set-up.
I know what my objectives are in the context of working in hybrid mode.
Categories measured
- Expression
- Information
- Health measures
- Technology
- Relationships
- Performance
- Goals
- Balance
- Set-up
- Anxiety
Support
Support from managers, colleagues and the organisation, and job security.
I feel that my company cares about me.
Categories measured
- Manager support
- Team support
- Empathy
- Organisational support
- Job security
Manager proximity
The relationship with one’s direct manager: availability, listening, quick help.
I have the feeling that my manager listens to me.
Categories measured
- Manager time
- Quick resolution
- Listening
- Meetings
Respect
Respect among colleagues and with managers, and the ability to report disrespect.
I can report a situation of lack of respect without fear.
Categories measured
- Reporting
- Leading by example
- Respect from manager
- Defusing tension
- Respect from colleagues
Team
Cooperation, team spirit and humour within the team.
Our team members help each other when needed.
Categories measured
- Cooperation
- Team spirit
- Manager at team events
- Humour
Diversity
Inclusion, room for differences and fair employment practices.
My company is characterized by a safe environment in which each person can be themselves.
Categories measured
- Inclusion
- Integration of differences
- Fair employment practices
Recognition
Feedback, recognition of effort, development, pay and fairness.
My manager recognizes the effort that I put into my work.
Categories measured
- Feedback
- Effort
- Development
- Pay
- Colleagues
- Fairness
Work-life balance
Balancing work and private life, and time to recover.
After my work day, I have sufficient time off.
Categories measured
- Consistency
- Respite
- Openness
Health
How people perceive their psychological and physical health.
In general, would you say your psychological health is…
Categories measured
- Psychological health
- Physical health
Psychosocial safety climate
The priority senior management gives to psychological health compared with productivity.
Management considers employees’ psychological health to be as important as productivity.
Categories measured
- Commitment
- Involvement
- Priority
- Communication / Information
Scientific foundations
The questions draw on established scientific models: job demand, control and support, effort-reward imbalance, the COPSOQ questionnaire and the HADS scale. The indicators were validated with 1,000 employees.
To go further, in-depth formats assess psychosocial risks in detail (violence, harassment, burnout…) and include recognised psychological health indicators.
Other themes are available depending on your needs: careers, workspaces, safe working environment, lifestyle habits…
Results that speak for themselves.
Every answer is worth 1 to 5. Klimat turns answers into scores out of 100 and places them on a shared reading scale, from risk factor to protective factor.
From one team to the whole organisation: every unit gets its scores, and everyone sees where their team stands.
Management considers employees’ psychological health to be as important as productivity.
Klimat question: Psychosocial safety climate
A score out of 100
Average of answers × 20Average of 3.6: score of 72
72/100
Protective factor3.6 / 5
Favourable opinion: a resource to build on.
Drag the slider to read a score.
eNPS, in one question
One question, scored from 0 to 10: “How likely are you to recommend your organisation as an employer to a friend or relative?” The share of promoters (9 and 10) minus the share of detractors (0 to 6) gives the eNPS, from −100 to +100. Klimat calculates it for the organisation and for each unit, under the same confidentiality threshold.
eNPS = % promoters − % detractors
Fictitious data
| Unit | eNPS | Breakdown | Promoters9 and 10 | Passives7 and 8 | Detractors0 to 6 |
|---|---|---|---|---|---|
| Organisation | +11 | 36% | 39% | 25% | |
| Customer service | −3 | 29% | 39% | 32% | |
| Logistics | −19 | 22% | 37% | 41% | |
| Workshop A | +27 | 43% | 41% | 16% | |
| Workshop B | Not shown: fewer respondents than the confidentiality threshold (6 in this example). | ||||
| Finance | +33 | 50% | 33% | 17% | |
The heat map
Every unit, every theme, at a glance, compared with your organisation or with the Klimat benchmark. Gaps stand out, and so do priorities.
Fictitious data
| Unit | Workload | Recognition | Support | Respect | Balance | Autonomy |
|---|---|---|---|---|---|---|
| Organisation | 53−5 | 59+2 | 68−3 | 75+3 | 57−4 | 66+2 |
| Klimat benchmark | 58 | 57 | 71 | 72 | 61 | 64 |
| Leadership | 66+13+8 | 74+15+17 | 78+10+7 | 82+7+10 | 58+1−3 | 80+14+16 |
| Customer service | 48−5−10 | 55−4−2 | 63−5−8 | 71−4−1 | 52−5−9 | 62−4−2 |
| Logistics | 41−12−17 | 46−13−11 | 57−11−14 | 64−11−8 | 49−8−12 | 55−11−9 |
| Workshop A | 58+50 | 62+3+5 | 74+6+3 | 79+4+7 | 66+9+5 | 70+4+6 |
| Workshop B | Not shown: fewer respondents than the confidentiality threshold (6 in this example). | Not shown: fewer respondents than the confidentiality threshold (6 in this example). | Not shown: fewer respondents than the confidentiality threshold (6 in this example). | Not shown: fewer respondents than the confidentiality threshold (6 in this example). | Not shown: fewer respondents than the confidentiality threshold (6 in this example). | Not shown: fewer respondents than the confidentiality threshold (6 in this example). |
| Finance | 62+9+4 | 69+10+12 | 76+8+5 | 84+9+12 | 63+6+2 | 77+11+13 |
| Human resources | 60+7+2 | 72+13+15 | 81+13+10 | 86+11+14 | 55−2−6 | 78+12+14 |
- 20–39Risk factor
- 40–50Moderate risk
- 51–59Intermediate zone
- 60–70Area for improvement
- 71–79Protective factor
- 80–100Strong protection
Klimat benchmark: the average of all Klimat campaigns, theme by theme, to put your results in context.
Not shown: fewer respondents than the confidentiality threshold (6 in this example).
Summary
Overall score, eNPS, participation, strengths and points to watch, trend since the previous campaign.
Filters
By unit, by segment (age, job, seniority, site…), managers or employees, always within the confidentiality threshold.
Comments
Anonymised verbatim comments, linked to their unit. As an option, an AI-assisted analysis (tone, topics, concern level), reviewed by a consultant.
Exports
PDF, PowerPoint and Excel to prepare your committees and debriefs.
Klimat, a safe and confidential space to speak up.
Without trust, there are no honest answers. Klimat is built so that no one in your organisation can read an individual answer.
I can report a situation of lack of respect without fear.
Klimat question: Respect
- Results are always aggregated: an answer is never shown on its own.
- A minimum number of respondents per group, set with you.
- No one in your organisation can access individual answers: Empreinte Humaine hosts the data as a trusted third party.
- A personal invitation link, for one reason only: to remind only those who have not answered yet.
- Dedicated servers in France for European clients, and in Canada for North American clients.
The confidentiality threshold
As long as a group has fewer respondents than the threshold you set with us, its results stay hidden. Its answers still count in the results of the unit above.
Logistics team
8 / 12
Threshold in this example: 6
Result shownResult hidden5 of 6 respondents required
Team score71/100Protective factor
Fictitious data
The right view for everyone.
Companies, public services, healthcare, universities, non-profits: in France and in Québec alike, each profile finds what it needs in Klimat, and only what it should see.
I have enough information during changes.
Healthcare · Klimat question: Change
The flexibility that my manager gives me in my work is satisfactory.
Industry · Klimat question: Autonomy
My company is characterized by a safe environment in which each person can be themselves.
Education · Klimat question: Diversity
There are rules on how digital tools should be used in my company.
Services · Klimat question: Digital tools
After my work day, I have sufficient time off.
Social care · Klimat question: Work-life balance
Leadership and HR · Steer quality of work life and working conditions
- A consolidated view, comparable from one campaign to the next.
- Objective support for your risk assessment or prevention programme.
- Clear priorities to build the action plan.
Managers · Open the conversation with your team
- Your team’s results, and only theirs, when the campaign closes.
- Strengths and points to watch, explained.
- Practical guides to prepare the discussion.
Employees · Be heard without being exposed
- A quick questionnaire, whenever you like, on the screen of your choice.
- No one in your organisation reads your individual answers.
- Space for your comments and suggestions.
Prevention and staff bodies · Equip your psychosocial risk assessment
- Indicators based on recognised scientific models.
- A documented approach, from measurement to action plan.
- Results to share with employee representative bodies.
IT and security · Deploy with confidence
- Dedicated servers in France or Canada, one instance per client.
- Single sign-on with Microsoft Entra ID or SAML 2.0.
- Technical, security and GDPR documentation available on request.
Technical sheet
- Hosting
- OVH, dedicated servers
- Europe
- Gravelines (France)
- North America
- Beauharnois (Canada)
- Backups
- Daily, in France and Canada
- Isolation
- One instance and database per client
- Sign-in
- SSO with Entra ID or SAML 2.0
Designed by work psychologists.
Klimat was born at Empreinte Humaine, a French-Canadian firm specialising in quality of work life and the prevention of psychosocial risks. Its work psychologists, ergonomists and consultants have supported companies and public organisations since 2012.
Since 2020, its national barometer has tracked the psychological health of French employees. Klimat puts this expertise to work for your organisation, and Empreinte Humaine’s teams take the approach further: debriefs, workshops, manager training, psychological support.
Empreinte Humaine
- Founded
- 2012
- Clients
- More than 350
- Team
- More than 70 staff and consultants
- Presence
- France and Canada
- Klimat
- Since 2018
Jean-Pierre Brun and Alexandre Bultel, Empreinte Humaine · AI-generated image based on their portraits
Frequently asked questions.
How long does it take to answer?
It depends on the number of questions in the questionnaire. You can go at your own pace: your answers are saved automatically and you can come back to the questionnaire later with the same link.
Are answers anonymous?
They are confidential: results are always aggregated and hidden below a minimum number of respondents, and no one in your organisation can access individual answers. The invitation link is personal only so that reminders go to those who have not answered yet.
Who sees the results?
Administrators see the whole organisation; each manager only sees their own scope, once the campaign closes. Access rights are set profile by profile.
Which devices can people use?
A computer, tablet or smartphone, with no account or installation. A personal access code also lets people answer without an email address, for instance on a shared workstation.
Which languages are available?
French (France and Canada), English, Spanish, German, Dutch and Portuguese. Each respondent chooses their language.
How is a score calculated?
Each answer is worth 1 (strongly disagree) to 5 (strongly agree). The average is multiplied by 20, so scores range from 20 to 100. “Not applicable” and “prefer not to answer” are left out of the calculation.
What scientific basis does Klimat rely on?
Karasek and Theorell’s demand-control-support model, Siegrist’s effort-reward imbalance model, the COPSOQ questionnaire and the HADS scale. The indicators were validated with 1,000 employees.
Can the questionnaire be tailored?
Yes: choice of themes, profile questions, introduction and thank-you texts, logo, colour and invitation messages.
How long does a campaign last?
Between 10 and 21 days, with automatic reminders on day 3 and day 7 sent only to those who have not answered yet. The schedule adapts to your constraints.
Can results be compared?
Yes: across units, from one campaign to the next, and with the Klimat benchmark, the average of all Klimat campaigns, theme by theme.
Where is the data hosted?
On dedicated servers in France (Gravelines, backups in Strasbourg) for European clients, and in Canada (Beauharnois, backups in Canada) for North American clients, in line with the GDPR.
Does Klimat help us meet our legal obligations?
Klimat equips the psychosocial risk assessment that you include in your risk assessment document (France) or your prevention programme (Québec). The assessment and prevention measures remain the employer’s responsibility.
What happens after the questionnaire?
Summary, heat map, practical guides for each theme, action plans tracked in the tool and a debrief with an Empreinte Humaine consultant.
Let’s talk about your teams.
A demo or just a question: write to us and a Klimat expert will get back to you.
I know what my objectives are in the context of working in hybrid mode.
Klimat question: Hybrid work