Knowing how to measure organizational climate allows us to transform employees’ perceptions and feelings about their work environment into data. With this data in hand, segmented and organized accordingly, People teams can design actions that improve results and, therefore, the experience of our employees.
In the last year, the eNPS decreased 16 points compared to the previous year, standing at +21. Knowing how to measure the organizational climate correctly will allow us to know in detail what is going wrong so that we can correct it. Do they miss career plans? Are they not aligned with the mission and values? Do they not feel supported by their managers? We will be able to anticipate another possible drop in eNPS by taking actions that have a direct impact on what most concerns employees.
Do you want to know how to measure work climate? Here’s a template with 100 organizational climate questions 👇
What is the organizational climate?
As we mentioned at the beginning, organizational climate, also known as work climate, is a concept that allows us to understand how employees feel in their workplace. The organizational climate is not governed by a single data, there are many factors that come into play and there is much that we must take into account to get the full context that allows us to take sides in improving the experience of our employees.
So, how can we measure the organizational climate effectively? As we said, the work climate includes many factors, but if we know what they are and how to measure each of them, it becomes easier. Later on, we will talk about what are those factors that we can take as indicators of organizational climate and how to measure them.
We should always keep in mind that a positive climate can foster commitment, collaboration among colleagues and innovation in teams. While a negative climate can lead to dissatisfaction, decreased performance and, ultimately, increased turnover.
The importance of a positive organizational climate
The impact of the organizational climate on the organization is very similar to the impact of other relationships on our personal wellness. If we surround ourselves with a family that listens to us, recognizes our efforts and values us, our wellbeing will be sky-high and we will feel that we live in a safe environment. However, if we surround ourselves with friends who are never willing to lend us a hand, are jealous of our triumphs and are not happy about the good things that happen to us, we will experience a great desire to move away.
The same is true in the workplace. In a company where employees feel that their wellbeing is valued, they will feel engaged, motivated and valued, helping to improve productivity and efficiency in the company. Conversely, in a company where employees are subjected to high levels of stress and dissatisfaction, the result can be high employee turnover and a decline in organizational performance.
In which aspects does the organizational climate have the greatest impact?
- Employee engagement: employees who feel satisfied and valued in their workplace do not tend to look for other job opportunities. This greatly reduces the costs of turnover, recruitment and training of new employees. It also preserves knowledge and experience within the organization.
- Productivity: when employees feel happy and valued, they are more likely to be motivated to achieve their goals. A positive work environment favors concentration, which allows employees to perform their tasks more efficiently, also increasing quality. In addition, a positive organizational climate also has a very positive impact on collaboration and teamwork, which contributes to higher productivity.
- Innovation: a positive work environment fosters creativity and innovation by allowing employees to feel confident in sharing their ideas, knowing that failure is a healthy option. In an environment where innovation is valued, employees are more willing to collaborate to improve processes by proposing innovative solutions.
- Company culture: a positive and consistent organizational climate can align with the company’s values and objectives, creating a sense of purpose and direction among employees. This improves team cohesion and strengthens the sense of belonging, which in turn can increase work engagement and motivation.
- Health and wellbeing: a positive work environment reduces stress and improves employees’ mental health. This results in reduced burnout and absenteeism. In addition, employees who feel listened to and valued tend to have higher self-esteem and satisfaction, which contributes to their wellbeing at work.
- Adaptability to change: in a positive environment, employees are more willing to adapt to new technologies, processes or even changes in the organization’s structure. An organizational climate that fosters openness to change and flexibility helps organizations remain competitive and relevant in the industry.
- Reputation: companies known for having a good working climate tend to attract the best talent. And not only the best talent, but also customers and other stakeholders, such as investors or collaborators.
- Communication and collaboration: a positive organizational climate promotes transparency in communication. Employees feel more comfortable sharing ideas and concerns, improving problem solving and decision making. It can also strengthen interpersonal relationships and foster collaboration among teams.
Companies that invest in measuring and improving their organizational climate can expect to see substantial benefits in the long-term success of the organization. Therefore, it is essential that companies consider measuring work climate as a strategic priority and dedicate the necessary resources to do so accordingly.
The 8 indicators of a positive organizational environment
To achieve a positive organizational climate it is important to work on the 8 factors that impact the employee experience. But in order to work on them we need to measure them, what are these 8 factors that we must have in the spotlight?
- Job satisfaction: the degree to which employees feel happy and fulfilled in their work. This includes aspects such as salary, working conditions and work-life balance, among others.
- Work environment: includes the physical and psychological environment in which employees perform their work. This ranges from facilities and furnishings to company culture and sense of belonging.
- Leadership and collegiality: refers to the ability of managers to guide, motivate and inspire their teams. Good leadership is characterized by team support and effective communication, among other factors. Partnership, on the other hand, involves collaboration, trust and mutual respect among colleagues.
- Feedback and communication: crucial for development and continuous improvement. Employees need to receive constructive feedback on their work in order to grow professionally. In addition, clear and transparent communication helps to avoid misunderstandings and resolve conflicts.
- Recognition at work: valuing employees’ achievements and efforts. Feeling valued and appreciated through recognition messages increases employee motivation and commitment.
- Professional development: the opportunities offered by the organization for employees to grow and develop in their careers. This includes training, mentoring, skills development programs and opportunities for advancement.
- Corporate values: fundamental principles and beliefs that guide a company’s behavior and decision-making. These values must be clearly and transparently communicated and shared.
- Employee engagement: a high level of engagement means that employees are willing to go above and beyond what is necessary to achieve the company’s objectives.
Measuring the work climate on these indicators provides a quantitative view of the state of the organizational climate and can help identify areas for improvement.
How to measure organizational climate in 9 steps
Measuring the organizational environment is an essential process to know how our employees are doing. This measurement process allows us to identify areas for improvement and implement effective strategies to improve the work environment.
When we measure the work environment, the most complete way to do so is by sending out organizational climate surveys. These surveys allow us to know the state of well-being and satisfaction of our employees.
How do we ensure that these surveys allow us to effectively measure the organizational climate? We must follow these steps:
- Define goals and scope.
- Choose a reliable survey platform.
- Include the right questions
- Ensure anonymity.
- Communicate clearly.
- Promote participation.
- Analyze results.
- Implement action plans and improvements.
- Monitor progress and optimize.
1. Define goals and scope
Before launching your survey to measure the organizational climate, you should define the goals and scope. Think about specific aspects of the organizational climate that you want to inquire about, such as those previously mentioned in the work climate indicators.
You should also determine the frequency of your organizational climate surveys and identify metrics or KPIs that align with the objectives set by the organization. This will allow you to align your work climate goals with the overall objectives of the company, helping to understand the impact of a positive organizational climate on organizational success.
2. Choose a reliable survey platform
Not every platform will meet your needs. Choosing a reliable platform to send your workplace wellness surveys is crucial to ensure that the process is easy for both you and your employees. Make sure the platform allows you to collect accurate and actionable data. Look for options that offer customizable survey templates, anonymity, automation and easy-to-use interfaces, such as Nailted. This will simplify the process and increase employee engagement.
If you are thinking about measuring the climate of your company and do not know how to start, Nailted can help you avoid mistakes and save time. In addition, you will have real-time data and a dashboard that will facilitate diagnosis and reporting.
3. Include the right questions
Choosing the right questions for your organizational climate survey is essential to obtain valuable information. Make sure your questions cover all 8 indicators of organizational climate. We recommend using a combination of Likert-type, multiple-choice and open-ended questions to collect both quantitative and qualitative data. Most importantly, create a survey that is inclusive and respectful of all employees, recognizing the diverse perspectives within your team.
Here you will find + 100 questions to include in your climate surveys 👇
4. Ensure anonymity
To obtain honest feedback in your organizational climate surveys, it is crucial to guarantee anonymity. Assure employees that their comments will be treated with discretion and will be used only to improve the employee experience; no personal details associated with the responses. Fostering trust and an honest and transparent culture by emphasizing the confidential nature of your surveys will increase participation and honesty in responses.
5. Communicate clearly
Effective communication is key to success. When launching your work climate survey, inform employees of its purpose, the benefits of participating and the actions that will be taken based on the results. Emphasize that generating a positive organizational climate is a priority for the company. This will make employees understand that their input is valuable in creating a healthier, more positive work environment.
6. Promote participation
Emphasize the influence their feedback can have on the adoption and improvement of company policies, practices and initiatives. Use various communication channels, such as email, intranet and team meetings, to reach out to all employees and motivate them to participate in the process.
7. Analyze results
When evaluating results, it is critical to identify trends and areas of concern. Consider segmenting the results by department or project to get a more detailed view of specific areas of the organization. If you prefer not to automatically, you can use tools to analyze the results of your surveys, such as Nailted.
8. Implement action plans and improvements
Translating the findings into concrete actions is one of the most important steps. Develop action plans based on the survey results, outlining specific initiatives to address identified areas for improvement. Prioritize initiatives with a significant impact on the organizational climate and communicate these plans transparently to all staff.
9. Monitor progress and optimize
Working to improve the organizational climate is an ongoing strategy. Monitoring progress over time is essential for constant improvement. Conducts periodic monitoring and follow-up surveys to assess the impact of implemented changes. Use the information gathered to improve existing initiatives and develop new ones. Remember that working toward a positive work environment is not only a strategic advantage, but a commitment to preserving the health and satisfaction of your most valuable asset: your employees.
The 5 types of organizational climate in an company
The organizational climate can vary significantly from one company to another. It can even be different according to departments or teams within the same organization. There are 5 types of work climate and each of them has its own characteristics, generating a different impact on employees and their performance.
Positive organizational climate
A positive work climate is characterized by high levels of commitment, motivation and satisfaction among employees. This type of climate fosters a culture of collaboration, listening, respect and recognition, contributing to a healthy and productive work environment.
What characterizes a positive work climate?
- Recognition: achievements and efforts are recognized, which increases employee motivation and satisfaction.
- Development opportunities: there are clear opportunities for professional growth, which keeps employees engaged.
- Open communication: communication is clear and fluid. Employees feel free and safe to express their ideas and concerns.
- Equality and inclusion: the organization’s practices are fair and equitable, fostering trust and employee engagement.
- Interpersonal relationships: healthy, respectful and collaborative relationships exist, with a strong sense of community and mutual support.
What is the impact of a positive work climate?
- Increased productivity.
- Low employee turnover.
- Improved levels of health and wellbeing.
- Boosting innovation and creativity.
- Reflection of a positive reputation.
Negative organizational climate
In contrast, a negative organizational climate is characterized by high levels of dissatisfaction and lack of motivation. This type of climate can create a toxic work environment and impair employee performance.
What characterizes a negative organizational climate?
- Poor development opportunities: there is a lack of opportunities for career advancement.
- Poor communication: poor communication can lead to misunderstandings and conflict.
- Strained relationships: relationships between employees and teams are poor, conflictive and/or distant.
- Lack of recognition: this can lead to a decline in the quality of their deliverables; no matter how much they do, employees do not see their work valued.
What is the impact of a negative work environment?
- Lower productivity.
- High employee turnover.
- Mental and physical health problems.
- Lack of creativity and innovation.
- Negative reputation.
Authoritarian organizational climate
The authoritarian organizational climate is characterized by a lack of trust in employees. In this type of environment there is no joint decision making and interactions between employees are minimal.
What characterizes an authoritarian organizational climate?
- Lack of trust: managers do not trust the work and decision-making capacity of employees, which results in strict and rigid supervision.
- Poor communication: unidirectional and scarce, predominantly orders and instructions with no room for feedback.
- Centralized decisions: important decisions are made by the same people, without the participation of other employees.
- Minimal interactions: relations between employees are very infrequent, which can generate a feeling of distance and distrust.
- Pressured environment: employees tend to work under high pressure and with little autonomy, negatively affecting motivation and satisfaction.
What is the impact of an authoritarian organizational climate?
- Low motivation.
- Less innovation.
- Limited productivity.
- High staff turnover.
Paternalistic organizational climate
The paternalistic organizational climate is characterized by very rigid and vertical hierarchical structures, where promotion possibilities are practically non-existent. In this type of environment, employees often do not feel identified with the company’s philosophy, mission and objectives, which can generate a sense of disconnection and demotivation.
What characterizes a paternalistic organizational climate?
- Rigid hierarchical structures: strict, with very defined roles and responsibilities and lack of flexibility.
- Vertical communication: there is little opportunity for open dialogue and feedback from lower levels to higher levels.
- Protective approach: decisions are made on behalf of employees and trying to take care of them, but without involving them in the process.
- Limited opportunities for promotion: professional development is limited, leading to frustration and demotivation among employees.
What is the impact of a paternalistic work environment?
- Limited satisfaction.
- Low proactivity.
- Unpredictable turnover.
- Limited productivity.
The consultative organizational climate
The consultative organizational climate is characterized by a high level of trust in employees, involving them in decision-making and giving them a great deal of autonomy. Typically, this type of climate encourages proactivity, and is more flexible and adaptable to change.
What characterizes a consultative organizational climate?
- High confidence: in the capabilities and judgment of employees, involving them in the decision-making process.
- Autonomy: in decision making, encouraging proactivity and creativity.
- Active participation: listening is encouraged and opinions are valued in strategic and operational decision-making.
- Two-way communication: allowing the exchange of ideas and feedback between all levels of the organization.
- Dynamic attitudes: where employees feel empowered to adapt to changes and propose improvements.
What is the impact of a consultative organizational climate?
- High motivation.
- High innovation and creativity.
- High productivity.
- Low staff turnover.
- Adaptability to change.
Tools for measuring organizational climate
If you want to measure your company’s organizational climate, the easiest way to save time and avoid mistakes is to implement a software specifically dedicated to it. Nailted is a complete engagement suite that integrates an anonymous feedback channel that allows you to measure your company’s organizational climate in real time. It also has a dashboard that facilitates analysis and reporting.
- It has more than 100 questions that are automatically organized into work climate surveys of about 10 questions.
- Includes automatic reminders to increase participation in work climate surveys.
- Allows you to configure survey cycles based on the period you want. You don’t have to worry about sending, only about analyzing the data.
- Responses, by default, are completely anonymous. However, you can also create personalized nominal or anonymous surveys.
- The questions are associated with metrics and sub-metrics. This allows you to measure various aspects of the organizational climate in isolation and as a whole: feedback, camaraderie, satisfaction, recognition, management, etc.
- You can define custom metrics to suit your needs and, in doing so, create questions that will be randomly included in your surveys.
- The same survey will never be sent to all employees. This allows you to collect data on all metrics in each release cycle.
- In addition to the feedback collected in your survey questions, employees can send anonymous feedback on any type of issue that concerns them at any time.
Measuring the organizational climate is an essential process for any company that wants to know the state of its employees’ experience and improve it. Remember that a positive organizational climate not only benefits employees, but also contributes to the success and sustainability of the organization as a whole.