Corporate Climate

If the term Corporate Climate is new to you, you’re not alone. Most people are more familiar with Corporate Culture, or even Corporate Community, both of which explore how people impact the success of a team or group.

We’ve taken things a step further by saying that people impact and are impacted by the organization’s processes, policies, traditions, and values. The interaction and combination of each of these elements creates a synergistic impact on the overall climate of the organization.

Think of it this way:

  • You can have the best and brightest employees, but if they are handcuffed by out-dated policies or traditions that won’t budge, then those employees will gradually leave or, worse, become disengaged and stay.
  • You can have the most efficient and up-to-date processes, but if your people are not trained, held accountable, coached, and encouraged, then the sub-culture will ensure that those amazing processes never see the light of day.
  • You can have policies that promote diversity and recognition and innovation, but if your values, either stated or behind-the-scenes, don’t align with those policies, then you can be sure your team will be neither diverse, nor recognized, nor innovative.

So, the Corporate Climate is the result of all the things that influence how, how well, and what work gets done in your organization. This includes things like:

  • People: There may be people who have influence over others at any level of the organization; it could be the CEO, an administrative assistant, a manager, or a new hire. If that person has a presence that influences (positively or negatively) other people, then he or she is shaping your Corporate Climate.
  • Policies & Processes: There may be policies & processes that are outdated and confusing, or relevant and useful. Some may be formally documented, and others may have evolved over time. Either way, they are impacting the quality of the work that is done.
  • Traditions: Do you hear the phrase “We’ve always done it this way” a lot in your organization? It could be a good thing (We’ve always had a company picnic and included all the families”) or a not-so-good thing (“We’ve always done this manually”). These traditions are a huge part of the Corporate Climate because they influence how and how well work is done.
  • Values: Does your organization have a values statement? Is it recent? Do leaders demonstrate those values and are people held accountable to them? Those values (or lack thereof) impact the Corporate Climate because they influence the way employees and customers engage with the organization.

The Corporate Climate influences the consistency, efficiency, and effectiveness of your products and services which:

  1. Causes customers to love you or hate you,
  2. Adds or reduces your sales and expenses, and
  3. Improves or reduces your level of employee engagement.

So, a positive Corporate Climate = a strong bottom line.

Contact us and let us help you assess and improve the Corporate Climate in your team.