6 Tips on Organizational Development

“one way to make employees cooperate to any new initiative or changes  is by direction of involving them”

6 Tips on Organizational Development

Many Organizational Development effort  does not turn out as expected  for many reasons. While Organizational Development is widely discussed in Business Schools, actual implementation still remains a challenge. So herewith are some general tips on organizational development based on my personal organizational experiences:

“Do not expect everyone to cooperate to any change if they don’t understand the reason why”

1. Communicate the vision or goal of the change initiative. Employees often fear the unknown; if you define the future and the vision, the change will not be as intimidating. Do not expect everyone to cooperate to any change if they don’t understand the reason why.
2. Effective Organizational Communication Strategy. The communications strategy must consider seriously communicating any changes which affect employees directly. Employees may resist any changes  which they felt has been kept from them. In fact, one way to make employees cooperate to any new initiative or changes  is by direction of involving them through interviews. This consultation may make them feel owning the idea, hence any resistance are minimized.

I remembered a program earlier in one company, “Kapehan with the General Manager”. The program happens once a month and employees are given the chance to have coffee with the General Manager to talk anything under the sun.

“The communications strategy must consider seriously communicating any changes which affect employees directly”

3. Communicating the impact of change. “Organizational Change” is often times equated to uncertainty and fear on the part of the employees. But by acknowledging the impact of change on the part of the management  will allow the employee to see themselves through the process and thereby minimizing their resistance and would lead them to engage in any change activities.
4. Acknowledge Employees Concerns and Fears. Concern and fears are real and listening to this fears and concerns on the part of the employees  would somehow minimize or even avoid retaliation on their part. In managing change, let’s always recognize that we are dealing with people. People have emotions, and recognizing this fact will earn one a better change agent.
5. Empower Employees. When you assign roles to individuals you are essentially holding the employees accountable for those roles and tasks. Hence it is but just proper to empower these employees. I remember my former boss’ favorite line before,” You do not give bread knife a person and ask him to cut a Narra tree”.

“rewards can range from simple a “thank you” to bonuses, raises , promotions to a formally structured recognition system”

6.Provide Frequent Rewards. Employees feel good when given recognition for their performances. Any task performed well must be rewarded. These rewards can range from simple a “thank you” to bonuses, raises , promotions to a formally structured recognition system like “ Employee of the Year”,etc. You might consider giving token to your employees, click here for some sample.

I recalled before in the company I worked with, we would organized a trip ( e.g. Visit to a similar company, out of town tour, etc.) for people who did a very job. The trip does not only boast  their morale but at the same time it also enhances their knowledge and experience because they are exposed in an outside world.