Improve organizational climate

Employees are not demotivated. The sickness rate is high. Teamwork is not working well. The bad morale is affecting performance. Often the causes of such problems are not obvious. We help corporations to find the causes of a poor organizational climate.

The organizational puzzle
The organization is more than the totality of its parts. To positively influence its climate, we ensure that all components are filled with life. In doing so, small things lead to success.

Dissatisfaction can have many causes

Many companies have recognized that their employees are unhappy, but they don’t know why.

  • Are employees demotivated because they see no meaning in their work?
  • Are they overworked or underemployed?
  • Do they feel misunderstood?
  • Do they not understand what is expected of them?
  • Have they already quit inside and any action is too late?

However, in order to take the right measures, the true causes of dissatisfaction must be known.

What can corporations do to improve the organizational climate?

The six most important factors for a healthy organizational climate

There are many ways leaders can improve organizational climate. Here are the six most important:

Why are employees dissatisfied?

At three sites of this telecommunications group in the “Very Small Enterprises” sector with 100 employees, the morale is low. Repeated surveys show that employees are dissatisfied. But managers don’t understand what the problem is. The salary is good, the office is well equipped, business is good. What is the problem?

Employees have been dissatisfied for some time. Managers have already tried numerous measures and surveyed employees to find out how they work.

We note in our analysis that executives always asked the questions in a way that got them the answers they wanted to hear.

Dissatisfaction grows with every survey

Instead of figuring out the real concerns, managers take actions that miss the real needs of employees. Unintentionally, they make the situation even worse.

With every survey that misses the actual needs of employees, dissatisfaction grows.

We found this out relatively quickly through attentive questioning and listening, and by using trainers who were passionate about the same topics as the employees.

Gain trust

Once the problem has been identified, the task for managers is to regain the trust of their employees. To do this, they had to fundamentally change their leadership culture and behavior which they did with our support.

Creating a culture of listening

In training and coaching sessions, managers learn to create communication spaces where employees can say what they really think.

Management succeeds in creating a culture of listening and gradually regaining the trust of employees with open communication.

Operating result significantly improved

Managers who thought they knew their employees’ needs learn to really listen to their them.

From the outside, this solution seems obvious. But those involved are often too caught up in their dynamics and emotions to come up with it themselves.

Today, the organizational climate is much better and the increased satisfaction is reflected in significantly better operating results.