Aligning Employees With Company’s Mission and Vision
Most employees commit themselves to work towards the success of any organization. Their positive intentions need to be appropriately aligned with the organization’s mission and core values to actualize their dream. Failure to align their objectives with the company’s values creates a lot of disharmony for the growth of the business. While different organizations approach this problem with different styles, four conventional methods focus on ensuring employees are fully engaged and work towards attaining the organization’s objectives. By aligning the organizational mission statement with the employees’ goals, the management wins the employees’ confidence by knowing they are working towards a common purpose. Employees can easily make decisions as they are guided by a common objective, while junior managers can easily interpret the decisions made by their seniors. This essay discusses the different ways of aligning employees’ goals with the organization’s mission and vision statement, as well as the different styles of gaining employee support.
Aligning Employees With Company’s Mission and Vision
Allocate Adequate Time
A company mission statement clearly defines its purpose. Organizations should, therefore, take enough time to formulate the statement to ensure it covers all the company’s needs. An appropriately crafted company statement should not only focus on the organization’s welfare but also unite employees’ goals towards achieving one unified objective. Enough time should be allocated to craft a statement that defines the company’s existence, its products or services, and how unique it is compared with its competitors. Don't use plagiarised sources.Get your custom essay just from $11/page
Narrow the organizational vision
The organizational mission statement is often confused with the company’s vision. The company mission represents the overall corporate picture, while the vision encompasses the company’s key objective. A vision statement should be framed in such a manner that it clearly states the business decisions to the employees. A narrow and precise vision statement is easy to interpret and keep in mind every time an employee is executing his or her duties. For instance, the Toyota vision states: “Toyota will lead the way of the future of mobility, enriching lives around the world with the safest and most responsible ways of moving people.” This statement stands out clearly and is easily understood by employees
Communicate company values
Organizational values clearly state the company’s expectations from its employees. It defines employee behavior and their daily roles towards achieving the company’s objectives. Organizations should always avail of a list of values to employees to ensure they work towards them all the time. Failure to communicate the company values brings misunderstanding between different levels of management and employees.
Keep the Mission, Vision and Values Focused
After the implementation of these statements, the Human Resources Manager should roll out employee engagement surveys to identify areas of improvement. In addition to this, employees should be interviewed on various issues about the mission, vision, and value statements to establish if there are any inconsistencies in their responses. The organization should offer explanations to ensure they are all versed in the reports. Further, organizations should hold assembly meetings to ensure they are engaged. These meetings provide an opportunity for employees to exchange ideas with management. By doing this, the company gets a chance to remind employees of their mission and vision statements.
Importance of good job description
Organizations should analyze and define different job descriptions for different employees. The main advantage of doing this is minimizing the overlap of roles and giving the employees individual responsibilities to work on. A good job description also guides the employee in executing their duties to avoid conflicts and ensure all intended areas have been attended. Job descriptions also guide employees in deciding their personal goals, which are aligned with their department expectations. Different job descriptions also guide the employees in determining salaries for various staff, depending on the responsibilities they have been tasked with within the organization.
Gaining employee support for a new performance management system
The success of any new strategic system depends on how effectively the change is communicated to employees. Employees should be made aware of any changes and ensure they adjust immediately. Different methods of communication can be used depending on the organizational choice. These methods include using the notice boards, internal memos, emails, formal letters, and other forms of media. The organization should hold employee meetings to familiarize them with the changes in the performance management systems and be allowed to provide their inputs. In addition to this, all employees should be formally communicated on their new responsibilities and be informed about any changes in the organizational management structure. Employees should also be motivated for their hard-work to ensure they remain focused on the company’s success. Different promotional strategies can be put in place, such as promoting competent employees and increasing their salaries. Finally, regular meetings with junior members of staff are essential in assessing their areas of difficulties and helping them to improve their efficacy and motivation to work towards actualizing the new performance management system. These meetings improve employee involvement with the company objectives because they have a feeling of participation in the decision-making process.