In this article we explore the key elements that contribute to creating a healthy organizational climate and discuss the benefits it brings to both employees and the company’s overall success. Our Client Director, Monica Ferrario, shares her insights into why by implementing strategies to cultivate a Great Place to Work, organizations can enhance employee engagement, satisfaction, and ultimately, achieve sustainable business growth.

Monica Ferrario: In order to generate an agile and collaborative working climate that ensures wellbeing in employees, organisations must, first and foremost, take into account certain fundamental aspects such as: a suitable working environment, a sense of belonging to the organisation, a feeling of self-fulfilment, sharing and adherence to company values, a work-life balance and positive relations with colleagues.

What is meant by organizational climate?

 Monica Ferrario: Talking about organisational climate without taking into account the energy and well-being of people as individuals and as a group in the workplace is certainly a process doomed to failure. The efficiency, effectiveness and productivity of an organisation pass through the promotion of a culture of well-being that is not only based on the absence of sickness/illness, but which also intervenes in other important aspects of working life: awareness, motivation, communication, emotions and all the conscious and unconscious underlying functioning of the individual and the group.

What are the 4 types of organizational climate?

Organizational climate can be organized into four different categories: Which ones?

The four types of organizational climate are:

1. People-Oriented Climate: includes a core set of values and puts its onus on care and concern for the employees’ results in people-oriented climate
2. Rule-Oriented Climate:  culture that provides for featured benefits and puts its burden on attention to details by all the members’ result in rule-oriented climate
3. Innovation-Oriented Climate: organizational culture that introduces new ways and processes to develop new and innovative things results in innovation-oriented climate
4. Result-Oriented Climate: organizational culture that gives preference to values and puts its onus on refining every detail of the processes to refine and achieve results is known as result-oriented climate

How can organizational climate be improved?

Monica Ferrario:In the organisation, creating a positive climate is the outcome of a set of actions that provide for a good level of cooperation between colleagues and that promote the circulation of information at several company levels. The result is an environment in which procedures and rules are transparent, clear and well understood by all. Lastly, the leadership style adopted by management is that of fostering relations between managers and collaborators and enhancing all roles in the company by encouraging their growth and learning.

 What are the 3 C’s of organization?

Three key to effective organizational change management according to Linkedin:

1. Communication: changes should be communicated to the employees and followed by a business goals review to adjust performance objectives and ensure that the change will be in the correct direction financially, strategically, and ethically. Communication strategy should include key messages, channels, mediums, a timeline for the change, and feedback management.
2. Capability: the ability of an organization to plan, design, and implement all types of change efficiently with committed stakeholders, causing minimal negative impacts on people and operation
3. Connection and Culture : There should be mentorship or an open-door policy with the management so they can ask questions. It will help them to adapt and check the performance of the role.

Balance between work and private life

A company’s role in helping employees can include having flexible working hours, an empathetic approach to time off and management. Having a balance includes also taking the time to implement team building activities such as lunches or outdoor sports tournaments and hikes.

Monica Ferrario: “Talking about work-life balance is not only the responsibility of the organisation but also of its members. This balance is created by the individual’s focus on nutrition, physical activity and psychological disposition. If the 3 components are in balance, the individual will be able to have a satisfying life.”

Organizational communication

Communication is the basic pillar of any organization these are some ways to make it efficient:

1. Envision, Strategize, and Plan Communications
2. Consistency in communication
3. Include Metrics Whenever Possible
4. Provide Channels for Feedback and Ideas
5. Encourage Cross-Departmental Communication and Collaboration
6. Avoid Communication Overload
7. Use Internal Communications to Recognize and Praise Success
8. Promote employee training and development

Job recognition

Recognition is directly correlated with employee satisfaction. But what exactly is it and how can you improve it? 

Monica Ferrario: “Employee recognition refers to all the ways in which an organisation shows its appreciation for the contributions of employees. It can take many forms and may or may not involve monetary compensation. Companies recognise employees for aspects such as achievements, behaviour, expectations.

In addition to the war on talent, the focus today is on employees and taking action to keep them in the organisation. The strategy that rewards job recognition and constructive feedback aimed at employee learning and development. Alongside this methodology, job recognition comes through the trust that is created between bosses and employees and the constant recognition of successes and work. Employees also pay attention to being recognised through interventions such as flexible working, holiday bonus days, social events or wellness-related activities.”

How do you create a positive climate in the workplace?

Creating a positive work environment is key to success. Here are some tips on how to do it:

• Develop a positive and supportive company culture: Open communication, teamwork, and employee well-being are key to improving employee attitudes. Encourage managers to provide regular feedback and recognition to employees, and create opportunities for team-building and social events.
• Offer opportunities for growth and development: Employees are more likely to have positive attitudes at work when they feel that they have opportunities to learn and grow. Provide training programs, mentorship opportunities, and career development plans to help employees build their skills and advance their careers.
• Foster work-life balance: Encourage employees to take breaks and prioritize their mental and physical health. Offer flexible work arrangements when possible, such as remote work options or flexible hours, to help employees achieve a better work-life balance.
• Communicate transparently: Be transparent with employees about company goals, performance metrics, and decision-making processes. This can help build trust and foster a sense of inclusion and ownership among employees.
• Recognize and reward good work: Regularly recognize and reward employees for their hard work and achievements. This can include bonuses, promotions, public recognition, or other forms of appreciation.
• Prioritize onboarding and training so employees feel guided and ready for all their tasks

How can employees contribute to a positive organizational climate?

Some actions that can be taken by employees to improve their organizational climate and overall experience are:

• Respect and Positive Attitude: Employees can contribute to a positive organizational climate by showing respect to their colleagues, managers, and customers.
• Collaboration and Communication: Employees can contribute by sharing their ideas and perspectives, actively listening to others, and working collaboratively to achieve common goals.
• Ownership and Responsibility: This helps to create a culture of trust and respect, where everyone is committed to achieving the organization’s goals.
• Embrace Change and Continuous Improvement: Employees who are open to new ideas and willing to learn and grow can contribute to a positive organizational climate by helping to create a culture of innovation and progress.
• Be Positive and Supportive: Offering encouragement, praise, and support, and being willing to lend a helping hand when needed creates a healthy and open environment. Be the team mate you would want to have.
• Be open to feedback

How does the training climate relate to the organizational climate?

According to a study conducted by Shift workplace “positive employee attitudes were the highest improvement factor directly related to training”. When researchers looked more carefully at the overall business results category specifically with regard to retention, they found that in companies whose retention improvements could be directly linked to training the changes were due to the improved workplace climate initiated and sustained by training. So, the training created a new climate, which caused an increase in retention rates.

How do you measure organizational climate?

To measure the organizational climate, companies can use a variety of tools and methods, such as:

• Surveys
• Focus groups & interviews
• Observation
• Performance metrics

These approaches can help managers and HR professionals gather data on employee perceptions, identify areas of strength and weakness, and develop targeted interventions to improve the workplace. Based on these insights action plans can be implemented and measured on a set time frame.

Conclusion

As a company, becoming a “great place to work” is a daily task that needs a solid foundation to ensure the company’s success long term both economically and internally through a positive environment.  Being aware of employee satisfaction through tools and methods such as focus groups, surveys and observations leads to improvement long term than can be applied. Not seeking perfection but rather constant small positive changes for overall cultural improvement.

Monica Ferrario: “A professional context where a sense of well-being is at the forefront requires that there is attention to people and their needs. The employee must feel listened to and supported in case of need. The psychological well-being of the employee is a guarantee of better relations with colleagues and profitable professional performance also in VUCA contexts.”

Sources:

1. Shift Workplace. (2019, May 14). Linking training, organizational climate, & business outcomes. Shift Workplace. https://shiftworkplace.com/linking-training-organizational-climate-business-outcomes/#:~:text=In%20the%20end%2C%20then%2C%20training,together%20result%20in%20better%20retention.
2. Slack Technologies, Inc. (n.d.). 7 ways to foster a positive work environment. Slack Blog. https://slack.com/intl/es-mx/blog/collaboration/ways-foster-positive-work-environment
3. Gupta, H. (2020, May 7). Organizational climate: Meaning, characteristics, factors, and improvement. Marketing91. https://www.marketing91.com/organizational-climate/
4. Sprigg HR. (2019, May 1). 10 internal communications best practices. Sprigg HR. https://sprigghr.com/blog/hr-professionals/10-internal-communications-best-practices/
5. Helfrich, J. (2020, May 14). The 3 C’s: Key to effective organizational change management. LinkedIn. https://www.linkedin.com/pulse/3cs-key-effective-organizational-change-management-helfrich/