Quality & Organizational Development:
What does it take to achieve real organizational change?
Consider these key elements:
Engaged Workforce |
Natural Teams |
Customer-Driven Decisions |
HR Policies that support the first 3 |
Monitoring your progress |
To achieve a workforce truly engaged in what they do requires:
Effective coaching skills |
Free flow of communication among all positions |
Increased authority and accountability of front line employees |
Employee sense that what they do matters to leadership |
Organized around the Team Concept requires:
Recognizing natural work groups are teams |
Existing organizational chart should be your “Communication Highway” |
Regular team meetings need to happen & need printed agendas |
Coaches held accountable by their team for conveying information both up and down the organizational chart |
Guided by decisions that prioritize service quality requires:
Human Resource Systems which support desired behaviors |
Compensation and rewards/incentives which support desired behaviors |
Selection and placement process which support desired behaviors |
Monitoring your progress requires:
Assessing employee opinion |
Tracking progress or decline from year to year |
Addressing specific trouble spots identified in annual assessment |
Achieving positive perception from 7 of 10 employees at all levels |
Assisting with cultural or organizational change has been a major part of the Hopkins Associates experience. Teaching thousands of people how to identify ways to work smarter and meet personal performance standards, we understand the importance of “owning” one’s job to accomplishing these goals.