Diagnosing Change

Change. There are few words that generate as much emotion, both positive and negative, particularly in the workplace.  

Many associate strong emotions and resistance to change, with long standing employees who may have become stagnant in their role and the set processes of the organisation. A refusal to embrace a developing workplace is often the greatest challenge arising from individuals who have previously been through ‘change’ that was not undertaken well.  

So, what is organisational development and why is the term so deeply intertwined with change? 
Organisational Development (‘OD’) is a term that is regularly thrown around, but is challenging to define, as it is such a broad topic covering a multitude of areas. By definition, OD is an objective-based methodology used to initiate a change of systems or process in an organisation.  

A simple analogy of OD is that in the same way that a doctor would diagnose and treat, HR will analyse, assess, and implement a plan to address the underlying factors and drivers. However, to be able to ‘diagnose’ an organisation system, the HR team (or individual) needs to understand the unique drivers of their organisation, which are, primarily, established by employees.  

At FiveSeven Consulting, we establish these unique drivers and plan for change through our People and Culture Audit. Once the data is collected, summarised, and analysed, the information collected through our Audit, and feedback from employees, is used to improved business performance and processes. Hence creating a basis for the importance of change. 

If you are looking for a customisable approach to measuring employee engagement and organisational effectiveness, designed specifically for your organisation, we can help.