ORG DEV IN PRACTICE
Law firms, corporations and even government agencies can benefit from a focused effort around organizational development. There are several tools organizations can adopt to advance their org dev initiatives, a few of which are described below.
Ongoing performance management: Reflektive is one example of a flexible, powerful performance management tool that provides real-time feedback and instills accountability. In addition to supporting annual performance review cycles, it is also used to support monthly one-on-one check-ins between managers and their direct reports. The check-ins support goal creation and tracking, constructive feedback and shoutouts between employees.
What is a “shoutout”? Shoutouts are short submissions, generally a few sentences long, that highlight a company core value demonstration and are themed to either congratulate a team or an individual on a success, recognize outstanding work or express thanks for assistance. They are published in the Reflektive tool in a format that is like a Facebook homepage, visible companywide, allowing fellow employees to like or comment on the shoutout.
Morale measurement: Happy employees are less likely to leave their jobs than those who are unhappy. And those with positive attitudes are more innovative, creative problem-solvers than those who bring a negative outlook to work. Measuring how people are feeling allows organizations to make real-time observations and changes when necessary to address serious issues.
Friday Pulse is an example of a tool used to gauge employee happiness on an ongoing basis. The platform generates a weekly survey asking employees the following: “How happy were you at work this week?” “What went well (your celebrations)?” “How can we make things better (your ideas)?” Answers are anonymous, with overall scores across teams or departments made visible to group members.
There are additional questions around lighthearted topics or polls that are meant to initiate discussion among the team — topics like “What’s a great movie you have seen recently?” or “Would you rather sail around the world or climb Mount Everest?” Discussing the Friday weekly results is a nice way to kick off team meetings, especially when much of the team may be working remotely, to help re-engage those who may be feeling disconnected.
Internal blog: An internal blog is a useful way to share information and keep employees connected via a more relaxed communication channel than formal emails.
Our internal company communications blog is named “Frank.” It is used to support official communications from our executive team, as well as news, events and company culture-related topics. The site is interactive to allow for comments and likes. The name Frank came from our chief executive officer and is meant to underscore the frankness of the communications on the blog and the conversations that result from the posts.
Now more than ever, keeping teams connected and maintaining a positive culture will help organizations better position themselves for whatever is to come.
Prioritizing collaborative environments and open, honest communication promotes a healthy culture, one that serves to attract and retain the best employees. And regardless of profession or industry, or how much technology we employ, the truth remains that it is people that make the biggest difference between organizations that are successful and those that are not.