Organizations are communities of human beings, not collections of human resourcesHenry Mintzberg
Organisational development programs and associated engagements in training and coaching can lead to a chain reaction of events. However, organisational projects go well only when the heads of departments and top management have the tenacity and resilience to pursue the goals relentlessly. Our experience from several years of such organisational development programs and associated leadership development training and coaching have reinforced the importance of setting the right objectives and accepting that change takes time.
5 things that are important for building measurable changes through Organisational development programmes :
- They need long-term dedication and commitment
- Programs need the support of top management
- Political dynamics associated with the need to change have to be handled with tact and firmness
- Need to have suitable catalysts in the system to promote a growth mindset
- Constantly educating the importance of patience and empathy to deal with conflicting situations.
Besides the above, at the level of execution, measuring the impact of organisational development programs is crucial to determine their effectiveness and justify the investment. Here are several strategies and methods to measure the impact of these programs:
1. Define Clear Objectives:
- Specific Goals: Clearly define the objectives of the organisational development programs. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).
- Key Performance Indicators (KPIs): Identify KPIs that directly align with the objectives. These could include employee productivity, satisfaction, retention rates, or financial metrics like cost savings or revenue growth.
2. Quantitative and Qualitative Data Collection:
- Surveys and Questionnaires: Use surveys and questionnaires to collect quantitative data regarding employee satisfaction, skills improvement, and behaviour change.
- Interviews and Focus Groups: Conduct qualitative and focus groups to gather in-depth insights into employees’ experiences, perceptions, and attitudes.
3. Pre and Post-Assessment:
- Skills Assessment: Conduct assessments before the program starts to gauge employees’ baseline skills and competencies. After the program, reassess to measure improvements.
- Behavioural Changes: Observe and document behavioural changes among employees. This could include improved teamwork, leadership skills, or communication abilities.
4. Financial Impact:
- Cost-Benefit Analysis: Compare the costs of implementing the program with the benefits gained, such as increased productivity or reduced turnover. This analysis helps in understanding the financial viability of the program.
- ROI Calculation: Calculate the Return on Investment (ROI) by comparing the financial gains with the total investment. This provides a clear picture of the program’s profitability.
5. Feedback Loops:
- Regular Feedback Sessions: Organize regular feedback sessions with participants to understand their progress, challenges faced, and suggestions for improvement.
- Continuous Monitoring: Implement systems for constant monitoring of the program’s effectiveness. Regularly track participants’ progress and intervene if the program is not delivering the expected results.
6. Long-Term Impact:
- Follow-up Surveys: Conduct follow-up surveys months after the program has ended to assess the long-term impact on employee behaviour and organisational culture.
- Promotions and Succession Planning: Monitor the career progression of program participants. If leadership development is a component, track how many participants move into leadership positions.
7. Comparison and Benchmarking:
- Internal Benchmarking: Compare the performance and satisfaction levels of employees who underwent the program with those who did not. This internal benchmarking provides insights into the program’s impact.
- External Benchmarking: Benchmark your organisation’s performance against industry standards to understand where you stand compared to competitors.
8. Feedback from Stakeholders:
- Managerial Feedback: Gather feedback from managers and supervisors about the changes they observe in their teams concerning skills, attitudes, and overall performance.
- Customer and Client Feedback: If applicable, collect feedback from customers and clients to understand if there have been positive changes in the quality of products or services.
9. Case Studies and Success Stories:
- Compile Case Studies: Document success stories and case studies highlighting the positive outcomes and impact of the organisational development programs. These real-life examples can be powerful indicators of success.
10. Iterative Improvement:
- Feedback Implementation: Use the feedback obtained to improve the organisational development programs continually. A program that evolves based on feedback is more likely to have a lasting impact.
By combining these methods, you can create a comprehensive evaluation strategy that measures the impact of organisational development programs and provides valuable insights for future initiatives. Remember that the effectiveness of these programs may only sometimes be immediately visible, so long-term and continuous assessment is essential.
“Understanding issues and concerns at various levels of the organisation leads to an inclusive organisational development program. This also helps to deal with the resistances emerging from such projects that lead to making organisations future-ready,” Says Dinkar Rao, the founder of Groval Selectia, who has handled Organisational development projects across the globe for more than a decade now.