It would be such a shame to go through the tedious process of getting the right people to work in your business and still not get value for your investment.
Yet, many small businesses are suffering from this exact situation where their employees are not just getting it right; they don’t follow laid down processes or are not delivering the value you know they can deliver.
This is a classic case of employee-business misalignment. It occurs when your staff or employees don’t understand or support the goals and values of your business. This is such a prevalent problem today because CEOs and business owners always assume that because a memo was sent, or they’ve talked about it in a meeting that everyone is automatically onboard.
According to a Harvard Business Review study, 95% of employees do not understand or are unaware of company strategy. Yet, these are the same employees that carry out much of the strategy implementation in your business or company, how can they succeed?
How to Know Whether your Employees Are Not Aligned with Your Business Goals
If you have any doubt, whether your business suffers from employee misalignment, here are a few indicators you should watch out for: –
- Employees show a general lack of motivation
- Low employee productivity
- Poor overall performance
- Overall workplace confusion – Wasted time and misdirected efforts
- Lower employee engagement
- Inefficiency in work delivery
Five (5) Steps to Get your Employees Aligned to your Company Goals
I think you will agree that the way your business manages its employees will determine how much value you can gain from them. It is just as important if not more important than hiring the right people for your small business.
To get your employees aligned with your business vision, goals and values, you’re essentially syncing their personal goals and interest with that of the business so that they can see a clear path on how helping your company achieve its goals would help them achieve theirs.
Because we know how much work has to go into this process to make it work, we’ve simplified it into these five (5) steps: –
- Clearly Define Your Business Goals, Vision and Strategy
- Sync Business Goals to Employee Goals
- Breakdown Priorities into Measurable Tasks
- Open a clear line of communication
- Measure and Collect Feedback
1. Clearly Define Your Business Goals, Vision and Strategy
The process of alignment starts with the business owner or management clearly defining the vision, goals and strategies of the business. This gives a sense of direction to business and helps employees better connect their day-to-day activities with the purpose of the business.
2. Sync Business Goals to Employee Goals
This is usually done during the onboarding of new employees but in cases where it has not been done before. Business owners can ask their employees to fill out their personal goals (short and long term).
Ideally their 5 top goals, after this you should be able to link their goals to their roles and your business goals. Say the goal of an employee is to become an expert in his field in the next 5 years, you should be able to link his goal of becoming a top salesperson in your industry to your business goals of multiplying your sales.
Show the employee how helping your business achieve its sales target can make him one of the top salespeople in the industry.
3. Breakdown Priorities into Measurable Tasks
Now that you’ve made the connection between their goals and the business’s, the next step is to break down those goals into daily or weekly tasks or action steps.
To avoid overwhelming your employee, focus on only a few top priorities and create clear action steps and tasks you can track to measure employee performance.
4. Open a clear line of communication
A clear line of communication between the business and the employee is critical if this alignment must work. When your employees have a clear understanding of your business goals and strategy, they are better empowered to bring value to your business.
A clear line of communication your best bet to provide that understanding. Scheduling one-on-one sessions with employees on a bi-weekly or monthly basis is an effective way to both keep tabs on what is happening; their challenges and triumphs, as well as establish a personal relationship and sense of interest in their personal growth.
5. Collect Feedback and Review
This process should not be a one-off event, it should be a continuous process that measures how well the business and personal goals were met by the employee. Information gotten from this exercise can be used to review and adjust company goals and objectives, better communicate and measure their performance.
An employee that is not committed to his or her personal goals cannot be committed to that of your business, no matter how well you preach about it. That’s why getting the right employees is important. But without showing them the connection between achieving their goals and that your business, there would certainly be a disconnect or sometimes a conflict between the two.
Growing a business is never easy, apart from the stress of managing your employees, many other problems are fighting for your attention.
Most times, you are alone, exhausted and at a loss on how to achieve your business goals.
We have found that many businesses who contacted the SME Coach become more confident and experience real growth in their businesses.
Try us today – Contact The SME Coach!!!