Employee Experience – EX

Organizational Development

Organizational development makes sure that your business structure supports your growth objectives.

Organizational development is required when the current organizational structure cannot support a growth strategy. For example, the need for organizational development stems from a new strategic plan, a customer experience strategy, or an employee experience strategy.

Maïeutyk - Stratégie organisationelle - Organizational Strategy

What is Organizational Development?

Organizational development is the process of adapting your current structure to meet new needs.

The source of the change can come from changing customer or employee needs or even newly integrated technology. Organizational development aims to make your customer’s journey easier while providing a solid and efficient structure for your employees to work and grow. It may imply changes to:

  • The way employees interact and communicate with each other and with customers ;
  • Job descriptions, roles and responsibilities ;
  • Departmental structures (opening, closing or reinventing a department) ;
  • Reporting structures ;
  • The technological tools used to interact with customers or each other (hardware or software) ;
  • The number of employees needed.

To continuously improve the customer experience, brand experience, and employee experiences, businesses should regularly review their organizational structure.

Why an Organizational Development Strategy

Objectives and strategies

The most straightforward reason you need an organizational development strategy is that it provides the framework required to achieve your business objectives.

Consider the following examples of business strategy:

  • Opening a new market;
  • Creating a new department;
  • Launching a new product;
  • Increasing sales.

While at first glance, these may look very different, they generate similar organizational questions:

  • Do we have a person(s) or department that can achieve the objective?
  • Do we have the talents internally to get us there?
  • If so, are their roles adapted to the new goal?
  • Are these new roles well structured and adapted?
  • Should we externalize this function?

Change Management

It’s almost impossible to manage change. Existentially, most of life’s stresses are caused by change. If we could manage it, most of our problems would no longer exist. It’s more accurate to say that organizations must learn to adapt to change.

On a practical note, the co-creation workshops offered at Maïeutyk allow participants to actively participate in the change process by identifying, naming, and developing solutions adapted to your organization’s current reality.

How Maïeutyk Supports You

The key to success lies in both effective planning and implementation. Maïeutyk supports you and helps you transform plans into reality. The strategic approach practiced by our skilled facilitators inspires you to believe you have the solution. The role of our facilitators is to accompany you through the process and to create a safe and constructive space for dialogue between team members.

The Deliverables

Creating an organizational development strategy begins with a comprehensive assessment of your current situation and a clear picture of where you want to go.

As with most Maïeutyk services, co-creation workshops are integral to the process. For workshop participants, the deliverables are:

  • The satisfaction of having contributed to the company’s strategic development processes;
  • The opportunity to get to know other team members (team building);
  • A richer vision of how their role and teammates contribute to achieving objectives.

The deliverables of the strategy are:

  • A summary of the workshop outputs;
  • A new adapted organizational structure;
  • A new roadmap.

The strategy’s ultimate goal is to align your brand, customer, and employee experiences to foster greater organizational agility.

An organizational structure

aligned to your objectives provides you with the agility required to seize opportunities.