{"id":72062,"date":"2026-06-09T16:30:39","date_gmt":"2026-06-09T19:30:39","guid":{"rendered":"https:\/\/actiosoftware.com\/?p=72062"},"modified":"2026-06-09T16:32:17","modified_gmt":"2026-06-09T19:32:17","slug":"organizational-climate","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/en\/blog\/clima-organizacional\/","title":{"rendered":"Organizational Climate: How to Measure, Strengthen, and Connect People to Strategy\u00a0"},"content":{"rendered":"<p>The organizational climate is no longer an exclusive HR issue, but rather an important executive agenda for many companies.&nbsp;<\/p>\n\n\n\n<p>This happens because a good organizational climate translates into employee engagement and productivity.,&nbsp;<strong>Talent retention assistance<\/strong>&nbsp;and in the psychological safety of employees.&nbsp;<\/p>\n\n\n\n<p>Nevertheless, many organizations do not treat the matter with the due importance, making the organizational climate an annual agenda instead of a daily one, as it should be.&nbsp;<\/p>\n\n\n\n<p>In this article, we will explore what makes good organizational climate and how to strengthen it in practice.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-o-que-e-clima-organizacional-nbsp\">What is organizational climate?&nbsp;<\/h2>\n\n\n\n<p>Organizational climate is the collective perception of employees about the work environment, including leadership, communication, recognition, development, fairness, psychological safety, and conditions for performing tasks well.&nbsp;<\/p>\n\n\n\n<p>The climate is very different from the individual opinion of the collaborators because it directly influences behavior and the&nbsp;<a href=\"https:\/\/actiosoftware.com\/en\/blog\/individual-performance-evaluation-as-a-management-system\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>individual performance<\/strong><\/a>&nbsp;and of the teams as a whole.&nbsp;<\/p>\n\n\n\n<p>In other words, it deals with&nbsp;<strong>How do people experience organization&nbsp;<\/strong>at that moment, including resources, goals, and daily processes, relating to elements such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Confidence in leadership;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Opening for dialogue;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Feedback quality;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Leadership coherence;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sense of belonging.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>The organizational climate of a company&nbsp;<strong>should never be measured simplistically<\/strong>, as it varies according to the area, hierarchical level, and the maturity of management processes.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-por-que-o-clima-organizacional-importa-para-resultados-de-negocio-nbsp\">Why does organizational climate matter for business results?&nbsp;<\/h3>\n\n\n\n<p>Organizational climate matters because it directly influences the human conditions and experiences that sustain the organization.&nbsp;<\/p>\n\n\n\n<p>Employees who trust leadership, see growth, receive&nbsp;<a href=\"https:\/\/actiosoftware.com\/en\/blog\/how-to-do-structured-feedback-and-what-make-a-difference-in-your-company\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>structured feedback<\/strong><\/a>&nbsp;and perceive recognition tend to collaborate better, stay longer, and contribute more consistently to company goals.&nbsp;<\/p>\n\n\n\n<p>It's always worth remembering that companies are made of people.&nbsp;<a href=\"https:\/\/www.gallup.com\/home.aspx\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Gallup<\/strong><\/a><strong>&nbsp;<\/strong>Engaged teams are associated with better productivity, profitability, retention, safety, and quality outcomes.&nbsp;<\/p>\n\n\n\n<p>The central point, however, is not to treat climate and engagement as synonyms. The&nbsp;<strong>climate represents the perception of the environment<\/strong>; Engagement expresses the emotional and behavioral bond with work and the organization.&nbsp;&nbsp;<\/p>\n\n\n\n<p>They influence each other,<strong>&nbsp;But they are not the same thing.<\/strong>.&nbsp;&nbsp;<\/p>\n\n\n\n<p>An environment with low trust, little clarity, and inconsistent leadership tends to erode engagement. Similarly, disengaged teams can reinforce defensive behaviors and low collaboration.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-qual-a-diferenca-entre-clima-e-cultura-organizacional-nbsp\">What is the difference between organizational climate and organizational culture?&nbsp;<\/h2>\n\n\n\n<p>Culture represents deeply ingrained values, beliefs, assumptions, and patterns, whereas climate translates how these elements are perceived in daily life. In other words, culture is more structural and the<strong>&nbsp;The climate is more noticeable and sensitive<\/strong>&nbsp;at the company's expense.&nbsp;<\/p>\n\n\n\n<p>Edgar Schein, one of the leading authorities on organizational culture, describes culture in levels ranging from visible artifacts to stated values and shared basic assumptions.&nbsp;<\/p>\n\n\n\n<p>This helps to understand why companies may state collaboration, innovation, and meritocracy as their values, yet exhibit a climate marked by silos, fear of making mistakes, and low trust.&nbsp;<\/p>\n\n\n\n<p>The climate functions as an indicator of the coherence between discourses and daily practice. In other words, if an employee perceives that the organization says it values autonomy but punishes innovation initiatives, the climate helps register this contradiction.&nbsp;<\/p>\n\n\n\n<p>Therefore, climate surveys must go far beyond generic questions about satisfaction. They need to capture&nbsp;<strong>different points of the organizational experience<\/strong>, such as leadership, recognition, and workload.&nbsp;<\/p>\n\n\n\n<p>Next, we will understand that the impact on organizational culture and climate is different even between generations:&nbsp;<\/p>\n\n\n\n<iframe\u00a0width=\"560\" height=\"315\"\u00a0src=\"https:\/\/www.youtube.com\/embed\/4IBiQo-ub9w?si=XZVy56yqujM9wF-l\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\"\u00a0referrerpolicy=\"strict-origin-when-cross-origin\"\u00a0allowfullscreen><\/iframe>\u00a0\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-pesquisa-de-clima-organizacional-como-transformar-diagnostico-em-acao-nbsp\">Organizational climate survey: how to turn diagnosis into action&nbsp;<\/h2>\n\n\n\n<p>Organizational climate surveys are a structured tool for measuring employee perceptions of the work environment.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Its effectiveness depends on three factors: quality of questions, methodological reliability, and the company's ability to<strong>&nbsp;Transform results into action plans<\/strong>&nbsp;accompanied by leadership.&nbsp;<\/p>\n\n\n\n<p>When research is done haphazardly and no actions are taken to improve the results, increased employee frustration can become a problem, as Gallup points out.&nbsp;<\/p>\n\n\n\n<p>To avoid this, research needs to be integrated into management and its results should be debated by executives, managers, and teams.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-o-que-nao-pode-faltar-nbsp\">What can't be missing?&nbsp;<\/h3>\n\n\n\n<p>Climate surveys need well-structured questions, separated by interests and areas. Some of them could be:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Direct leadership<\/strong>&nbsp;Does my manager communicate priorities clearly? Does he give feedback frequently? Does he recognize good deliveries? Does he remove obstacles? Does he create a safe environment for dialogue?&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Strategic alignment:<\/strong>&nbsp;Do I understand how my work contributes to the company's goals? Are my goals connected to the business priorities? Do I know what is expected of me?&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Recognition and justice:<\/strong>&nbsp;Are there clear evaluation criteria? Are good deliveries recognized? Is variable compensation and growth opportunities perceived as coherent?&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Development:<\/strong>&nbsp;Do I have real learning opportunities? Do I receive guidance for growth? Is my Individual Development Plan followed? Does the company use competencies as a basis for development decisions?&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Psychological safety:<\/strong>&nbsp;Can I express opinions, disagree, and admit mistakes without fear of retaliation? Does the team learn from failures? Does leadership encourage questions and contributions?&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Workload and Resources:<\/strong>&nbsp;Do I have adequate conditions to perform my responsibilities? Is there a balance between priorities, available capacity, and deadlines?&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-como-interpretar-os-resultados-das-pesquisas-de-clima-organizacional-nbsp\">How to interpret the results of organizational climate surveys?&nbsp;<\/h2>\n\n\n\n<p>To interpret survey data on climate, a method is needed, requiring investigation into the causes of the results and the development of improvement plans to mitigate the identified problems.&nbsp;<\/p>\n\n\n\n<p>In this case, it's necessary to visualize four lenses as a whole:&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Analysis lens<\/strong>&nbsp;<\/td><td><strong>What do you observe<\/strong>&nbsp;<\/td><td><strong>What is it for<\/strong>&nbsp;<\/td><\/tr><tr><td><strong><em>Statistical lens<\/em><\/strong>&nbsp;<\/td><td>Averages, dispersions, historical evolution, differences between areas, and correlations between dimensions.&nbsp;<\/td><td>Helps identify patterns, relevant variations, and critical points that don't appear in a superficial reading of the results.&nbsp;<\/td><\/tr><tr><td><strong><em>Organizational lens<\/em><\/strong>&nbsp;<\/td><td>Recent changes, restructurings, pressure for goals, turnover, and leadership maturity.&nbsp;<\/td><td>It allows contextualizing research data within the company's reality, avoiding diagnoses that are disconnected from the organizational moment.&nbsp;<\/td><\/tr><tr><td><strong><em>Qualitative lens<\/em><\/strong>&nbsp;<\/td><td>Open-ended comments, focus groups, structured conversations, and behavioral evidence.&nbsp;<\/td><td>Delve into the causes behind the numbers and reveal insights, tensions, and concrete examples that quantitative indicators alone do not capture.&nbsp;<\/td><\/tr><tr><td><strong><em>Strategic lens<\/em><\/strong>&nbsp;<\/td><td>Climate points that may compromise the execution of corporate objectives.&nbsp;<\/td><td>Connect the climate diagnosis to business priorities, guiding which topics leadership should address with greater urgency.&nbsp;<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>This way, the company avoids simplistic conclusions and understands exactly where it needs to focus to improve organizational climate and enhance&nbsp;<a href=\"https:\/\/actiosoftware.com\/en\/blog\/people-management-and-leadership\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>people management and leadership<\/strong><\/a>&nbsp;as a whole.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-como-transformar-pesquisa-de-clima-em-planos-de-acao-nbsp\">How to transform climate surveys into action plans?&nbsp;<\/h2>\n\n\n\n<p>To transform organizational climate research into&nbsp;<strong>concrete action plans&nbsp;<\/strong>It is necessary to connect them to the executive routine as a whole. For this to be effective, the action plans need to be few, relevant, and assigned to clear responsible parties.&nbsp;<\/p>\n\n\n\n<p>Some essential steps for putting action plans into practice include:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>Prioritization<\/strong>&nbsp;It's not possible to prioritize all points at the same time, so it will be necessary to select a few improvement plans.;&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li><strong>Transform perception into hypotheses&nbsp;<\/strong>take into consideration each of the points presented, perform tests based on additional data;&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li><strong>Define actions:<\/strong>&nbsp;Create goals, indicators, deadlines, and assign responsibilities for each of the improvement points cited.;&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li><strong>Track the results:<\/strong>&nbsp;To mitigate points of attention, it is necessary to monitor the climate and treat it as part of organizational governance.&nbsp;<\/li>\n<\/ol>\n\n\n\n<p>After putting the action plans into practice, it is necessary&nbsp;<strong>measure the medium and long-term impact<\/strong>. For this, perception indicators are essential, among which we can cite: climate indices, engagement, psychological safety, trust in leadership, strategic clarity, recognition, and development.&nbsp;<\/p>\n\n\n\n<p>Integrated reading is fundamental. A seemingly positive climate, but accompanied by low productivity and high turnover, requires investigation.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Similarly, an area with high performance and a declining climate could be sustaining results due to excessive pressure, which<strong>&nbsp;increases risk of future wear<\/strong>.&nbsp;<\/p>\n\n\n\n<p>Models like&nbsp;<em>Organizational Health Index<\/em>, from&nbsp;<a href=\"https:\/\/mckinsey.com.br\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>McKinsey<\/strong><\/a>, reinforce the importance of viewing the organization as a system of capabilities, not just as a collection of isolated initiatives.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-onde-a-tecnologia-pode-auxiliar-no-clima-organizacional-nbsp\">Technology can assist in organizational climate through various means. Here are some key areas:\n\n*   **Communication and Collaboration:**\n    *   **Intranet and Collaboration Platforms:** Tools like Slack, Microsoft Teams, or Google Workspace facilitate real-time communication, project collaboration, and knowledge sharing, reducing silos and fostering a sense of connection.\n    *   **Video Conferencing:** Enables face-to-face interactions for remote or dispersed teams, preserving social cues and strengthening relationships.\n    *   **Internal Social Networks:** Platforms can create informal spaces for employees to interact, share news, and build camaraderie.\n\n*   **Employee Engagement and Feedback:**\n    *   **Pulse Surveys and Feedback Tools:** Technology allows for frequent, anonymous feedback collection on various aspects of organizational climate (e.g., job satisfaction, management effectiveness, work-life balance). This provides real-time insights into employee sentiment.\n    *   **Recognition Platforms:** Digital tools can streamline employee recognition programs, making it easier for peers and managers to acknowledge contributions and foster a positive work environment.\n    *   **Gamification:** Certain technologies can introduce game-like elements into work tasks or processes, increasing engagement and motivation.\n\n*   **Performance Management and Development:**\n    *   **Performance Management Software:** Systems can track goals, provide regular feedback, and facilitate development conversations, contributing to a culture of growth and transparency.\n    *   **Learning Management Systems (LMS):** Facilitate access to training and development opportunities, showing employees that the organization invests in their growth, which positively impacts morale.\n\n*   **Well-being and Support:**\n    *   **Employee Assistance Programs (EAPs) Portals:** Digital platforms can provide easy access to mental health resources, counseling services, and other well-being support.\n    *   **Tools for Remote Work Flexibility:** Technology enables remote work, which can significantly improve work-life balance and reduce stress for many employees.\n\n*   **Data Analytics and Insights:**\n    *   **HR Analytics:** Technology can collect and analyze data related to employee turnover, absenteeism, engagement scores, and other metrics. This data can provide quantitative evidence of the organizational climate and help identify areas for improvement.\n    *   **Sentiment Analysis Tools:** AI-powered tools can analyze written or spoken feedback to gauge employee sentiment and identify potential issues before they escalate.\n\n*   **Transparency and Information Sharing:**\n    *   **Digital Dashboards:** Sharing company performance data, strategic goals, and updates through accessible digital dashboards can increase transparency and build trust.\n    *   **Knowledge Management Systems:** Centralized repositories for company information ensure that employees have access to the information they need, reducing frustration and fostering efficiency.\n\nBy leveraging these technological solutions, organizations can gain a deeper understanding of their climate, facilitate better communication and relationships among employees, and proactively address issues to create a more positive, productive, and engaging workplace.&nbsp;<\/h2>\n\n\n\n<p>It's true that technology doesn't replace good leadership, but it can assist the company in its ability to organize and manage the organizational climate as a method.&nbsp;<\/p>\n\n\n\n<p>In large and medium-sized companies, spreadsheets, scattered meetings, and informal records are not sufficient to support and track good climate measurement, as they can lose historical data and have low traceability.&nbsp;<\/p>\n\n\n\n<p>For these cases, integrated platforms that allow for the registration of feedback, evaluations, and development plans are excellent alternatives for those who want&nbsp;<strong>measure and track organizational climate<\/strong>&nbsp;concretely.&nbsp;<\/p>\n\n\n\n<p>Actio has developed a complete AI-powered integrated management program, creating unique solutions for different company needs, such as the program for&nbsp;<a href=\"https:\/\/actiosoftware.com\/en\/individual-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Actio Individual Performance Management<\/strong><\/a>.&nbsp;<\/p>\n\n\n\n<p>With this, the company can build a transparent and continuous foundation, connecting leaders, feedback, and development plans for different areas and employees.&nbsp;<\/p>\n\n\n\n<p>To understand how Actio's technology can help your company improve its organizational climate,&nbsp;<strong>Schedule a free demonstration<\/strong>&nbsp;filling out the form below.&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>Organizational climate reveals how people perceive leadership, strategy, recognition, communication, and development in the company's day-to-day operations. <\/p>","protected":false},"author":20,"featured_media":72066,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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