Why Did You Leave?

Many of us have been in the position of having a trusted employee come into our office and announce that they will be leaving the organization. After an initial moment of shock, an inevitable question always comes next: WHY? Here is a partial list of why people leave organizations: (after reason #1, the rest are in no particular order)

1. People leave managers, not organizations
2. Perceived lack of advancement opportunities
3. Lack of training
4. Poor Communication
5. Pay/Compensation
6. Compensation other than pay
7. Perceived lack of organizational vision/poor senior leadership
8. Workload - - too much/not enough
9. Poor organizational reputation
10. Lack of tools and resources
11. Poor teamwork

The positive side of the above list is the fact that most can be addressed before they become a major source of employee turnover.

What is Organizational Development?

Organizational Development is a process; a process in which organizations continuously strengthen their abilities to achieve their goals and missions. Generally, this falls into a few different categories:

1. Strategic Planning - - Utilizing data, market conditions, and organization abilities to set a course of growth, development, and change management.
2. Employee Development - - Assisting with overall employee development systems that allow for greater adaptation, higher retention, and greater levels of employee satisfaction.
3. Data Collection - - Utilizing vital and relevant methods to collect meaningful data that allows for solution creation.
4. Organizational Reflection - - Assessing if the current organizational direction will remain a viable option in the future.
5. Change Management - - Assisting organizations navigate through times of change and growth.
6. General Organizational Consultation
   

Some people have used a physician/patient analogy to help explain the relationship that an organizational development consultant has with their clients. An OD consultant should spend a significant amount of time and effort "diagnosing" their client. They do this by collecting data, engaging in assessments, interviewing stakeholders, and working to get an overall feel for the organization and their situation, mission, and goals.

This blog will engage in issues surrounding Organizational Development.

An empowered organization is one in which individuals have the knowledge, skill, desire, and opportunity to personally succeed in a way that leads to collective organizational success.

Stephen Covey, Principle-centered Leadership