How It Feels to Work Here

Six Indicators of a Great Organizational Climate
Sharon Swing
This article provided by the Engstrom Institute

"I love my job!" … "This is a great place to work!" … People make these statements when their workplace has a great organizational climate. When the organizational climate is good, it pays off at the bottom line. In fact, up to 30% variance in profits between like organizations can be attributed to differences in how good the workplace "feels" to employees.

Before you think I've gone soft on you with these "feeling" comments, take a look at what 40 years of research by the Hay Group and other researchers identify as leading indicators of great organizational climates.

1. Clarity. People know where the company is going and how they fit into the big picture. Goals, policies, procedures, and values are understood and lived out.
2. Standards. People willingly contribute their best. Performance criteria are high and mediocrity is not accepted. Training or coaching on how to do the job well is readily accessible.
3. Rewards. Appropriate and varied means of recognition are tied to performance. People have an opportunity for greater personal and professional growth when they perform well.
4. Flexibility. There is a lack of unnecessary constraining and cumbersome processes, policies and rules. Innovation is encouraged, and good new ideas are accepted, no matter from whom they may come.
5. Responsibility. Important tasks are delegated. People experience the success or failure of their own efforts and can use their own judgment to get tasks accomplished.
6. Team Commitment. People cooperate to get the job done, and conflicts are resolved effectively and quickly. There is a sense of belonging, trust, and pride in the workplace.

It is important to note that organizational climate is most dependent on the leader of the team. It is a leader's job to craft a climate where people can work, contribute, and excel in meeting the organizations' goals. When organizational climate is good, people willingly choose to release "discretionary effort." This is the kind of enthusiasm, energy, and effort that no job description can mandate. It is freely given.

The monetary payoff may be great, but the reason for a leader to craft a great organizational climate goes beyond the bottom line. When people follow us, we are stewards of their time, talent and energy. God designed work to be a blessing, not a curse. It is part of the adventure God is asking us to join him in, creating workplaces where people experience the best of themselves, the best of community, and the opportunity to be a part of something bigger than themselves.

"Let your light so shine so that others may see your good work(s) and glorify your Father in heaven." Matthew 5:16

QUESTIONS TO PONDER

• How do these criteria compare and contrast with how God leads us?
• Which of these six leading indicators of great organizational climate would you think your team would rate highest and lowest at your workplace?
• What will you do to improve upon one or more of these indicators at your workplace or in your team?

Adapted from a presentation by Sharon Swing at a national conference of Christian Management Association. Sharon serves business and non-profit organizations as an organizational development consultant. She is founder of Swing Consulting and Illumax Partners. Contact her by visiting www.swingconsulting.com.