the differences and how to work with the two concepts together – WAU

How is your company’s working environment? To make it better and more productive, it is essential to understand the difference between culture and organizational climate. Stay with us until the end of this post to understand the difference between them!

In increasingly competitive markets, marketing managers end up dealing with excessive tasks (both theirs and their teams) and difficulties in managing working time.

After all, goals must be achieved in order for the company to achieve its objectives. Yet, you need to take the time to analyze how the company’s climate and culture is doing that are also critical to getting there.

For example: let’s assume that your marketing team has received a more aggressive goal for the quarter, which means that everyone needs to engage in a more productive and creative way.

However, if the team is unmotivated to the point that some members arrive late, miss and continue doing the same work as always, without innovating, it will be difficult to achieve this goal, right?

Therefore, both the climate and the culture of the company must be closely watched and taken care of by the managers in order to make the work better and better and in the right direction, to achieve bigger and better results.

And, so that you know how to do this, we wrote this post that will present the concepts of culture and organizational climate, the differences that exist between them and also the importance of working together in your company. Come on?

What is organizational culture

Organizational culture refers to all the values ​​and ethical rules that make up the behavior of the members of a company.

In this way, all employees come to understand how to act and behave within the organization. In addition, it is clear to understand what the company’s real identity is.

As we are talking about beliefs and values ​​present in the daily lives of the members of the company, the organizational culture cannot be changed in the short term.

After all, these changes must happen at a slow pace so that everyone can adapt to the new way of working.

A company may determine that it is no longer allowed to eat at the work table, for example. Adaptations are unlikely to occur overnight.

Therefore, it is necessary to make a study first to analyze whether this change will occur and how it will contribute to further improve the company’s culture.

Therefore, the culture must be linked to the company’s vision and values ​​mission. If it operates in the B2B business, and aims at customer success, it is necessary that all its employees have a focus on this. All of the company’s jobs need to be focused in order for customers to be successful.

On the other hand, companies that constantly need to develop their products and services, to make them better and better suited to the market, tend to encourage employees to think as if they own the business, as part of the culture.

In this way, teams are able to have a better guideline for delivering results and good performance to achieve the goals.

In the case of companies that work with the supply of quality products, it is essential that all employees pay attention to details so that the products always have excellent quality.

And this should not be the work of only those who make the product, but of all members of the company.

After all, according to Peter Drucker, “culture devours strategy every day for breakfast”. This means that professionals need to believe and embrace these values ​​every day.

What is organizational climate

It is understood by organizational climate everything that happens in the daily life of the company. That is, is everything employees think about the organization in the sense of finding it good or bad as well as its structure, working conditions and the relationship with colleagues and managers.

Therefore, the organizational climate is the direct influence on how work and processes occur within the company.

As it is a momentary perception, the climate can undergo constant changes. Thus, it is necessary that it is evaluated periodically in order to take actions that make the company environment better and better.

Some managers have doubts about how to measure the organizational climate, in order to identify whether it is adequate or not.

In reality, it is difficult to do this, as the climate is something abstract. However, some indicators can show if the company’s climate is not good.

Absenteeism is one of those indicators. After all, since employees are not happy with the company, they start missing or being late.

This is an indication that the climate is not suitable. On the other hand, if your team members arrive on time and dedicate themselves to work, it means that the environment is very positive.

And, if your company aims to reduce employee turnover, paying attention to this indicator is essential. Especially because nobody wants to work in a company whose atmosphere is negative. Whenever this happens, the invasion of collaborators tends to increase.

There are other indicators that must be observed such as: punctuality in the delivery of tasks, creativity in the search for solutions and productivity.

All of these aspects influence the organizational climate, so it is very important that the managers of a company keep an eye on them.


7 productivity tools every marketer needs to know

Improve your results and increase productivity with marketing and sales automation

13 incredible Gmail plugins to optimize your productivity and results

What is the difference between culture and organizational climate

In addition to the differences we pointed out above, we can say that the main one between culture and organizational climate is adaptability.

As stated, organizational culture is very difficult to change, as it involves the habits and ways of working that are adopted by each employee.

Once rooted, these points become part of the company’s culture and changing them requires time and an ability for everyone to adapt.

On the other hand, the organizational climate can be changed quickly, as it can be influenced by internal or external factors, such as those pointed out in a SWOT analysis.

An action plan by the leaders, to make the work environment better, can use the organizational climate in a short period of time.

Another difference that exists between them is the permanence. Although the culture is much more difficult to build, once it is solidified, it will last regardless of the situation that the company is currently experiencing.

The organizational climate is different. It is possible, for example, in one month to change the company’s atmosphere completely, leaving the environment much more positive, productive and collaborative.

However, external factors like a crisis or even internal factors like a mass layoff are capable of leaving the bad organizational climate again.

What is the importance of working culture and organizational climate together

Although culture and organizational climate have different concepts, the two also have an interdependent relationship.

While the climate is connected to routine actions, culture is related to the most perennial issues that end up being adopted by the company.

Therefore, improving the organizational climate will have as one of its consequences the improvement of the organizational culture in the long term as well.

After all, when an employee identifies with the company’s purpose, his way of working in it ends up yielding much more and, when the corporate environment makes him happy, to the point of motivating him to wake up early, even on Mondays, he ends up having much more determination to achieve the proposed goals and objectives.

Therefore, the organizational climate can influence the organizational culture since, over time, if they are not cared for together, company members may adopt an erroneous way of seeing the work, which will end up changing the organizational culture of the company little by little.

If we think of a startup, for example, that started its work with a lively, relaxed, jovial organizational culture and focused on increasing results.

However, the need to set up soon and its talent teams meant that its founders did not hire people with this profile, which gradually changed the organizational climate.

If this had been detected and worked on early, it would have been possible to prevent it from becoming part of the company’s culture.

Therefore, for the organizational climate to be influenced by the organizational culture, it must be well constructed from the first moment and, finally, followed by the managers in order to make the other employees identify with it for real and, in fact, “wear the shirt”.

Once we work with these two aspects within the company, we begin to deal directly with its human capital, whose power can impact all the processes that exist in it.

Therefore, find out how they are worked within your company in order to identify which one deserves more attention and which should be worked on first in order to boost the success of the other.

Finally, now that you know the difference between culture and organizational climate, you could see that together, both directly affect productivity, turnover, absenteeism and employee permanence and creativity.

And by the way, also check out this article on how to stimulate creativity in your company.