Professional Guidance With Organisational Development Helps Companies Cope With Change

Change is vital to success, and how some companies revised their organisational development and survived lockdown while others failed confirms this assertion. Nevertheless, it is a fact of life that many people are averse to change, while some are openly opposed to it. At various stages throughout history, new developments have changed how we work.

The earliest steps forward were undoubtedly the ability to create fire and the invention of the wheel. Since then, successive industrial revolutions first gave us steam power and then electricity. Despite the potential benefit, these life-changing innovations were greeted by violent opposition from workers in fear of losing their jobs. In practice, new technologies continue to be a major disruptive force that companies must learn to embrace and manage if they hope to continue growing and competing in an expanding global market.

Modifying Organisational Development to Adjust to a Constantly Changing World

Regardless of how content one may be with your company’s current performance, there will invariably be room for improvement. Perhaps you have identified a promising new market that might require introducing some operational changes. If so, are you confident your personnel can adjust to the necessary changes, or might they need guidance with change management? If so, what might that guidance entail?

Orgro is a member of the Society for Industrial and Occupational Psychology in South Africa and the Health Professions Council of South Africa, with over 40 years of experience in this specialised field. Our approach is to partner with companies to improve their performance and cope with the constantly changing demands of maintaining a successful business. Doing so invariably necessitates adjustments to their organisational development plans. Following an in-depth evaluation of a client’s needs, our team of psychologists, psychometrists, business experts and coaches work together, developing targeted interventions to promote the behaviours, strategies, systems and revised objectives essential when adapting to planned or enforced change. The process can be complex, involving multiple adjustments to many areas, including change management, job profiling and organisational design.

Some Key Areas of an Effective Organisational Development Plan

• Psychometrics:

Psychometric testing has the potential to play a pivotal role in meeting the constantly changing demands of the business world. Carefully selected tests compiled by industrial psychologists provide an effective tool with which to identify the best person for a given job and the best job for a given person, thus maximising productivity and, by extension, profits.

• Conflict Resolution:

Almost inevitably, change leads to conflict, which could prompt union action or resignations unless handled effectively. The Orgro team will systematically review the contributing factors and mediate while developing a strategy to mitigate losses, save time, and resolve conflict.

• Wellbeing:

It is alarming that 4,5 million South African workers experience mental health issues due to job-related stress. Furthermore, almost 70% claim their employers are largely indifferent to their plight. Equipping people with the skills to perform more effectively helps to minimise stress and benefits everyone.

Is your company facing changes? Are you confident your staff can handle it? If you answered “no” to the latter question, contact Orgro, and let’s start developing a winning strategy together without further delay.

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