Organizational Development is a necessary tactic for any company that wants to remain relevant and maintain growth in an ever-changing business world. By making the best use of their resources, companies can increase productivity, efficiency, and even their industry value. However, it is only through the identification of existing or potential problems that companies can achieve successful organizational development. With problems, come solutions, and with solutions come change. Yet while it may sound flawless in theory, no solution can be translated into positive change without a full sense of collaboration.
Although highly beneficial, the process of Organizational Development can pose certain challenges for both employers and employees alike. The nature of a diverse workforce with contrasting personalities and viewpoints frequently results in inconsistent levels of flexibility among employees. This, unfortunately, can add further challenges to the implementation of your newest developments. It is essential that leaders remain cognizant of employee satisfaction levels while still maintaining a company that is capable of adapting to new conditions.
Fortunately, it is possible for employers to enforce organizational change while simultaneously considering the needs of the company and its employees. Following, is list of ways to make this process easier and more seamless for all parties.
1. Help your employees get involved.
Employees may seem like they are against change when in reality they are against not being consulted in that change. Everyone wants to feel like they are a valuable member of the team. Consulting employees, or at least keeping them informed, is a good way of maintaining unification among workers and superiors. This transparency also allows for the feedback necessary to create lasting and fully functional change. Additionally, if employees are kept aware of changes that will be implemented, it will be easier to incorporate those changes when the time comes.
2. Maintain awareness of your employee culture.
It will be easier to remain aware of employee well-being and satisfaction if you understand their habits, values, and workplace norms. This also shows that you are dedicated not only to the success of the company, but to the success of each member of your team.
3. Don’t be afraid to encourage experimentation.
If you make the concept of change an integral part of your and your employees’ everyday work life, it will be less challenging when it comes time to implement larger modifications. This demonstrates that risk-taking is an essential part to corporate success. It also creates a culture in which change is considered inevitable and welcome.
4. Delegate certain tasks to your employees.
Not only will this make your job easier during the development process, but it will also result in employees who feel included and respected.
5. Be positive.
It may sounds obvious, but your response to the changes will suggest to your employees how they should react as well. This will encourage a sense of motivation in your work staff. Also, positive reinforcement goes a long way! Make sure to recognize those members of your team who are working particularly hard to guarantee that your organizational change is successful.
6. Ensure that team resources are accessible.
Best-selling motivational and behavioral science author, Dan Pink, notes that people generally want to “keep pace with change”; they simply need the autonomy and consistent support to make sure that change succeeds. Let your employees tell you what they need and then make sure that those needs are met.
7. Make sure that employee well-being is one of your highest priorities.
Making the proper assessments to guarantee that your employees will be happy will make them more comfortable around the uncertainty that can be associated with organizational change. If people are engaged and thriving within their current roles, then your company will be driven to success even during the most arduous times of rapid change.
8. Vocalize your expectations.
Talk about what you expect from your employees as the changes are being discussed and implemented. This gives them time and space to respond to what’s happening. Be sure to listen actively to all responses. Then, decipher how to best incorporate new ideas while giving your employees the best support possible.
9. Provide your employees with the resources they need to grow.
Incorporate development programs that allow your employees to excel within their roles. Give them the necessary space to turn into well-established employees capable of benefiting the company throughout all periods of growth and transformation for years to come.
10. Make workplace trust a priority.
If you, as a leader, come to be known as a compassionate and empathetic employer, then it’s only natural that your employees will have more trust in any pending modifications. They will automatically know that the individual who is leading these transformations has their best interests, goals, and ideas in mind. This is crucial to building an adaptable workforce that knows its contributions are valued.
Finally…
Organizational Development is a continuous process of change which also has the potential to lead to employee frustration, if not implemented correctly and fairly. Fortunately, however, it doesn’t have to be a discouraging process. Employers can achieve and maintain high-levels of employee satisfaction while still striving for the change that companies must make in order to stay strong and effective.
Stewart, Cooper & Coon, has helped thousands of decision makers and senior executives move up in their careers and achieve significantly improved financial packages within short time frames. Contact Fred Coon – 866-883-4200, Ext. 200