Realigning Employee Goals - Employees Must Know the Corporate Goals and Direction
Realign employee goals with corporate strategies and direction
Have you ever wondered why some companies work smoothly from the top guys down to the front-liners? On the other hand, there are businesses that seem to be in constant disarray. Allow me to ask a simple question: Do your employees know what they are supposed to do?
It seems to be a stupid question to ask but do indulge for a moment. The quick answer to the question is yes. If you answer no right away, then there is a gargantuan problem. Yes, because, employees work (or at least they seem to be working) on a daily basis. They have a set of tasks that they have to accomplish. However, looking at the question in a deeper perspective, do your employees see themselves in the grander scheme of things? This time, we go beyond merely daily toiling. Rather, we look at how employees see their work in relation to the company’s goals. Now, that’s a totally different point of view!
Goal realignment gap exists. According to William Schiemann, only 14% of employees understand the strategy and direction of their company. This is significant because employees need to know what they are working for. Moreover, they have to appreciate the direction to which the company is heading.
Factors affecting employee goal realignment:
Management is in agreement regarding the corporate direction and strategies
Many companies surprisingly have leaders who do not agree with the strategy and direction of the company. Every executive has his own agenda, own strategy and direction. What happens is chaos. I’ve witnessed this first hand and it is not pretty.
Measuring strategic goals and achievements
How do you measure the success of your strategies? What parameters are set in order to gauge if you’re still on the right path? Well, if you have not listed them down then you might find company lost. Measuring goals and achievement allows everyone from the top down to recognize how far or how close they are to the goals. Likewise, it allows the decision makers to fine tune whatever strategies re in place.
Just asking...
How does your company communicate its corporate strategies and directions to the employees?
How well do employees know your corporate direction?
How invested are your employees in achieving corporate goals?
How often do you give employees feedback regarding the corporate pursuit of goals and objectives?
10 essential office info
- Accountability: The Art of Owning the Task
- How to Fight the Monday Blues
- How to Give Feedback to Your Boss without Getting Fired
- The Art of Looking Busy – Improving Corporate Culture and Performance
- Effective Communication in the Workplace: Poor Questions Sap the Creativity of Employees
- Management Failure: The Minion-Minded Manager
- Corporate Culture: How to Maintain Positive Relationships in The Office
- Excellent Teams Help Each Other Grow
- 5 Types of Feedbacks: Understanding an Essential Communication Tool
- The Importance of Flexibility in Planning
Roles and responsibilities are linked to corporate strategy and goals
Working with goals give more motivation than blindly working for something you just do not know the ultimate purpose. Employers need to link the employees’ roles and responsibilities to the corporate strategies and direction. This way, employees realize their function in the organization. Moreover, employees can own the task and become more responsible for their action.
Continuous feedback
Daily drudge becomes more meaningful if the employee understands how it affects the company’s direction. With constant feedback, even the rank and file can adjust their work habits to help stir the company in the right direction. Feedback offers employees a glimpse of how they are doing as well as the impact they have on the corporate thrusts.
When employees share the goals of the top guys, it becomes easier to work together. The problem is that many employees have no clue about their company's goals and direction.
