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Meeting the Needs of an Organisation

The right strategic approach to meeting the needs of an organisation begins with trying to understand the needs of a workforce, consider a strategic and proportionate approach, and deliver this with clear communication and internal engagement.

The right strategic approach to meeting the needs of an organisation begins with trying to understand the needs of a workforce, consider a strategic and proportionate approach, and deliver this with clear communication and internal engagement. These principles are designed to be tailored flexibly to each organisation.

We must also acknowledge that not all organisations are in a position to undertake work such as this. However, we hope to engage anyone to be able to think about what an organisation can do in line with these principles.

The Organisational Approach

The first step of trying to understand the needs, challenges, and resources of a workforce has roots in Organisational Psychology. Examples such as the Job Demands-Resources Model provide a framework for understanding workplace health and wellbeing. This can be applied to all work contexts, including during COVID-19 with this specific situation in mind.

Organisational Behaviour

The second step of a strategic approach to meeting needs at the individual, group, and organisational level draws on theories of Organisational Behaviour. This field of psychology has focused on understanding individual psychology, group dynamics, and the wider organisational context. This gives a comprehensive picture of behaviour and needs.

The additional considerations raised by Chris relate to early steps in models of Organisational Change and Development. One example would be Kotter’s 8-Step Process for Leading Change. Such approaches highlight many key factors in implementing changes in organisations, including among others:

  • Creating a clear strategic vision.
  • Engaging your workforce.
  • Clear and regular communication.

Chris’ example of flexible working could be replaced by any other local needs.

Image of Susan

In Susan’s story, we may deduce that her organisation has taken a strategic approach to work relationships and connections:

  1. Individually she is encouraged to meaningfully engage with her manager.
  2. Her team is supported to meet regularly and stay connected.
  3. Her organisation has made social activities available online.

The Unique Needs of Every Organisation

To reiterate, these approaches should be locally tailored and driven to provide the best outcomes for staff and the organisation.

What approaches have you seen in your workplace? For those involved in supporting a workforce, how have you been doing this?
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