Organizational climate: what is it, advantages and how to improve it?

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The organizational climate is an aspect that directly influences the motivation and engagement of a company's employees. When it is good, employees feel satisfied to be present and perform their tasks, unlike when the climate is bad. Read more!

What you will see in this article:


What is Organizational Climate?
What is the difference between organizational culture and climate?
What are the three types of organizational climate?
What are the pillars of the organizational climate?
How can this concept impact the company?
How to diagnose the Organizational Climate
How to improve the Organizational Climate
In this article we will explain how internal relationships c-level executives email database influence - positively or negatively - the company's performance, as well as providing some tools to evaluate and improve the organizational climate.

What is Organizational Climate?
In general terms, it is the collective perception that the internal public has of the company's environment. This notion is based on the subjective point of view of each employee, considering their expectations, desires and frustrations — which is why it is a complex concept, impacted by several elements. Some of the factors that influence the organizational climate are: the relationship between colleagues, departments and leadership; working conditions; team motivation ; pressure and rewards, for example.


This judgment about the work environment ends up influencing the behavior of employees themselves, whether for better or worse. That is why it is essential that HR is always aware of the organizational climate, using specific tools to measure this subjective factor.

What is the difference between organizational culture and climate?
Because they are similar words, many people confuse the two terms. However, there are major differences between organizational culture and organizational climate. The former refers to the set of values, beliefs, customs, standards, mission and vision of the company, in other words, the company's identity — something that is built and maintained by HR and leadership, but that should also be reflected in the daily conduct and attitude of employees.