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Creating a High-Performance Culture: The Importance of Organisational Development

  • Workforce Management Software
  • 12 min read
  • March 11, 2024


What is organisational development? Have you ever wondered how to create a high-performance culture, change sustainable start engagement, and build a strong pipeline of leaders in an organization?

Numerous surveys have repeatedly identified these as some of the most vexing questions facing organizations.

The workplace is like a complex jigsaw puzzle. It requires all of our experience, creativity, and knowledge because no two challenges are the same.

Partnering with clients to create unique competitive advantages through integrated high-performing systems filled with happy, engaged employees is what gives us a real thrill.

Here’s all you need to know about the importance of organisational development and more!

The Role of Organizational Development: a Quick Introduction


Want to understand the concept of organisational development? Here’s a fun example! The role of organisational development can best be imagined as the interplay between three seemingly dissimilar occupations: a medical doctor, a chef, and a magician.

Like a doctor, the OD consultant leads to diagnosing what the real underlying symptoms are. Once diagnosis has been completed, we move to prognosis.

Using available ingredients, we create a recipe that will be appropriate for the client’s needs. There is no point serving steak to a bunch of vegetarians.

Finally, we need to adopt the skills of a magician to keep our audience amazed and move them to a new state of belief in previously unexplored possibilities.

Why the Importance of Organisational Development Should Be Taken Care Of


Organizational development can be crucial in most systemic interventions. Just as the doctor, chef, and magician do their best work with compasses and end-user feedback, so does the OD consultant need to involve key stakeholders for overall and curative success.

  • Get Your Workforce Acquainted With Your Company Values

Often, organizations embark on company-wide values workshops that espouse the desired values. These sessions are usually less interesting than watching paint dry and divorced from reality.

  • Keep an Eye Out for the Change

Develop the values-focused workshop but with a significant twist. Give people what they value most – skills that will make them successful and which also underpin each of the company’s values.

  • Put Learnings to Practice

Participants are more confident in the ability to actualize these values and, therefore, more likely to live these values in reality and start clamoring to attend.

Retention of the Top Talent at Your Organization


The retention of high-caliber knowledge workers is paramount for organizational success. We know a person’s direct leader has a large impact on their intention to stay, yet sometimes, important influences in the decision-making process are neglected.

Realizing that close family and significant others are crucial, you should start providing free soft skills training for staff, families, and significant others.

workforce management software can be your key to enhanced productivity!

How to Choose the Right Organisation Development Partner


So, how do you evaluate an organizational development consulting provider? Firstly, they should have robust science at the center of their offering. It should be simple to apply, needs-driven, and focused on the real underlying issues.

They should align with business principles and desired culture, measure ROI whenever possible, and ultimately upskill the client, making them less dependent on the OD consultant.

Increased productivity is a sign of reliable organisational development HR operations and hr solutions!

OD needs to be a planned process. It should be designed to promote the effectiveness and flexibility of an organisation in development.

The right organisational development process can bring consistent, permanent change to your systems to enhance performance and the organization’s ability to change.


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Controlling Organizational Development at Your Workplace


It is a controlled, organization-wide initiative aimed at the improvement of an organization’s effectiveness through planned interventions in the organization’s processes and culture.

Organisational development models help in better communication, alignment, and improved operations. This results in improved efficiency in terms of minimization of redundancies and reaping better efficiency.

Employees also acquire new skills and motivation, thus increasing productivity in the organization.

Enhanced flexibility to cope with change. OD helps increase the organization’s ability to identify issues and opportunities and implement the appropriate responses.

In light of the flexible nature of culture, the organizational body can periodically develop and rejuvenate itself in the face of internal and external influences.

6 Strategies To Centralize Decision-making With Organizational Development


Humanization of the work environment is achieved in OD using a participative culture, an emphasis on teams, and the practice of centralized decision-making.

This results in higher levels of Employee satisfaction and engagement. Positive interpersonal processes promote effective communication, collaboration, and conflict management.

1. Contracting and entry

This includes the construction of a client-consultant collaborative relationship, assessment of the client’s change readiness, and defining goals, roles, and boundaries.

The defining elements of a contract include clarification of expectations, responsibilities, information sharing, evaluation, feedback, closure, and termination.

2. Prognosis

The consultant gathers information about the functions and efficiency of the organization based on the interviews, surveys, observations, and analysis of records, procedures, and outputs.

This results in an understanding of what is being done and what is needed to be changed.

3. Feedback

The consultant provides feedback on the diagnostic findings to the client. Cooperatively analyzing the data creates motivation and support for change.

4. Implementation

This involves the client and the consultant working together to plan and prioritize OD interventions. Planned interventions are aimed at solving known problems and creating opportunities.

5. Action

Scheduled actions are taken to better processes, address issues, or make desired changes to organizational design or culture.

6. Evaluating

Use the metrics to assess the performance of the interventions in terms of meeting the original objectives. With this, it is easier to determine what was adequate, what was inadequate, and what requires modification.

To conclude, OD is a systematic approach to increasing an organization’s efficiency and efficacy. an organizational process, which has four steps, is a complex process that includes an assessment, planning of interventions, an implementation, and an evaluation of results.

OD helps to develop individual competencies such as problem-solving, critical thinking, confrontation management, and conflict resolution. The training and development of organizational development is a process that can be streamlined with the right technology partner!

Looking for the best partner to streamline your organisational development? Look no further than Superworks! Our HRMS software is equipped with the advanced tools that guarantee workplace productivity!

Written By :

Alpesh Vaghasiya

The founder & CEO of Superworks, I'm on a mission to help small and medium-sized companies to grow to the next level of accomplishments. With a distinctive knowledge of authentic strategies and team-leading skills, my mission has always been to grow businesses digitally. The core mission of Superworks is Connecting people, Optimizing the process, Enhancing performance.


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