Could your company perform better? Of course! Organisational development addresses structure, process, people and purpose to improve company relevance, equity and effectiveness.
Targeted interventions align human behaviour with strategy, systems and objectives to impact real-world, meaningful change.
Organisational design starts with honest reflection: What is our company’s purpose? Is our current structure helping us deliver on that purpose? If not, a redesign of organisational architecture may increase efficiency, invigorate employees, reduce costs and unbox new areas of capability.
No company is the same and there is no blueprint for success. Our action-research approach is highly consultative, reflective and iterative, working with you from the onset.
Recommendations are based on research, assessment and in-depth understanding
A dedicated project team is identified and consulted throughout
We meet objectives
Open communication and eyes on why enable a collaborative, painless process
We implement for best success by devising a change management plan to support roll-out
In order to grow and achieve performance objectives, both leaders and employees need to be intentional in their efforts. They also need to create engaging work and environments and platforms where employees can learn and challenge themselves to perform better.
Performance does not happen in isolation. It is an amalgamation of various elements, on an organisational and individual level.
Factors to consider include:
Engagement is seen to be a significant predictor of performance. Whilst numerous factors contribute towards engagement and performance, the highest contributor is shown in the job itself – i.e.: how immersed I become in my job and identify a sense of purpose.
Let Orgro support you in constructing jobs that boost work engagement to encourage employee performance.
Performance management practices have an increased focus on people, their development and quality conversations that help to reduce obstacles in performance.
Orgro can assist you to equip your leaders with skills to:
Change is the new normal. Yet it brings with it the baggage of uncertainty, stress and hampered productivity. To lead through change is a critical skill that requires partnership, support and ever-present communication.
We work alongside you to facilitate your change management project. We employ an action-research approach that necessitates shared responsibility, demands accountability and involves the organisation; from staff to Exco, from start to finish.
However unavoidable, conflict costs. Our conflict resolution is systematic and reviews the environment, structure, role/s and interpersonal contributing factors within the team, organisation or colleagues experiencing the conflict. Our aim is to save time, mitigate loss and guide those in conflict to effective resolution.
Surveys help you speak to the people who matter most. They provide clarity on the inner workings of your organisation.
Climate directly influences behaviour. The climate survey is an objective indication of the present attitudes, opinions, behaviours and perceptions of people in your organisation.
Climate survey constructs include but are not limited to
Climate survey objectives
A healthy culture makes or breaks a workday and, ultimately, a business. The culture survey is a holistic evaluation of the personality, characteristics and values of your organisation. Key drivers determine motivation and indicate benchmarks.
Engaged people are people you want to work with! An engagement survey is a key predictor of loyalty, emotional and practical commitment. It assesses whether people are likely to invest time, skills and creativity into your organisation, or if they are all but clocked out.
Understanding the drivers and/or inhibitors of engagement affords you great opportunity to leverage, correct and develop present systems.
The COVID-19 Organisational Well-being survey addresses both the practical concerns of workers and their ability to meet their objectives while maintaining social distancing.
The organisation well-being survey encompasses the following areas:
People make it happen, most often together! Our team-based interventions employ evidenced action-learning principles, coaching techniques and awareness and practical activities. They result in valuable insight, stronger relationships and enhanced work dynamics.
How do you deliver value? Strategy is the fluid, evolving process of defining what you do, how you do it and (critical!) why you do it.
We work with you to articulate, align or revive your corporate strategy. We define a clear vision, mission and relatable, aspirational values. The greater the resonance of people and strategy, the more remarkable the engagement, development and performance.
Introduction to wellbeing
Indicators and triggers that affect wellbeing
Developing coping mechanisms
Action Plan to improve your wellbeing.
An on-target job profile is the foundation for hiring best-fit talent. It also provides critical information needed to successfully review and manage performance.
We accurately assess, identify and capture requirements for roles within your organisation. We take into account the context of the market and the key objectives — KPIs/KPAs. Occupational requirements, employee requirements and work characteristics are considered.
Job evaluation accurately and fairly compares roles within your organisation, to evaluate their relative worth. The process provides a comprehensive review of a job — its role and responsibilities — and assigns it to a particular band of complexity. It enables positioning on a competitive level based on relevant comparator groups and improves equity. It is an excellent mechanism for proactively engaging and retaining talent.
We use the standardised, systematic and objective methodology of Patersons.
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