There are several ways to define “organizational development.” According to MIT Human Resources, organizational development is “the practice of helping organizations solve problems and reach their goals. A key emphasis in OD is assisting clients not just in meeting their goals, but also with learning new problem-solving skills they can use in the future.” According to another definition, “Organization development is a system-wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and processes for improving an organization’s effectiveness.”

While these definitions are accurate, in my opinion, the key to organizational growth is the impact it has on people. Therefore, I define organizational growth as anything that helps an organization or company move forward and improve in terms of its people.

Organizational development covers many aspects and areas. How do you know if your organization needs help with its organizational development? If you’re experiencing any of these symptoms, you will benefit from organizational development consulting:

1. Employee disengagement

Are your employees just working for a paycheque? Are they putting in only minimum effort? Engaged employees truly care about the company’s vision and goals, and will go the extra mile to help the organization meet its goals.

2.High turnover

If your turnover is high, and you are consistently losing talented employees, this is a red flag for your organization.

3.Trouble attracting prospective employees to your organization

This can be reflected in a lack of response to job ads and difficulty finding the right talent for the roles you need to fill.

4.An increase in employment costs

Has there been an increase in employee absenteeism, or sick time? Is employee productivity and performance decreasing?