So here is another project that I have been assigned at work … how to translate the company goals to employees effectively. These are the projects that I love!
Every company should create, have, and maintain a set of business goals that will increase productivity, profitability, and overall business functions. However, how many companies really engage their employees in the process of creating and maintaining the business goals? In fact, how many companies (larger in stature) really even relay and update employees on the status of the goals through the year? Unfortunately, not enough.
Obviously, the first step (once the business plan has been created – and approved) is to determine which goals to communicate to employees. Not all items on the business plan are relevant to all of the employees. Some items may be confidential or only certain to senior management. These items should not be shared with the general population (ie all employees).
Next, determining the way to present the goals to employees is essential to set the right tone to help employees feel positive about the goals and changes in the company. In addition, explaining how the goals impact the different departments and employees, especially when they are not monetary goals for the employees, will increase the level of satisfaction of employees with the company. A few examples include:
- Discuss how the goal will benefit the company and the employees
- Filter out irrelevant details that are for management only
- Focus on the positive aspects of the change
- Give examples of how the changes may impact staff of customers
Communicating goals in a way that allows employees to understand their role in the goals and the company can lead to increased productivity, employee retention, and customer satisfaction.
Third, get the employees involved in the business goals, where appropriate. Have specific deliveries that the employees can perform on to get them more involved and give them a sense of participation and accomplishment. Some employers also provide some form of a bonus for achieving these deliverables so that the employee also has a monetary reward that goes along with the emotional reward.
Actually communicating these goals to the organization is step four. Learning the best approach to your employees may take some time, but the best approach in the beginning is to saturate the organization in several avenues of communication. Some ideas include:
- Small departmental meetings where the information is shared
- All company meetings where an overview of the information is shared
- Manager-only meetings where the information is reviewed and where managers are given
- responsibility to manage the information flow to employees
- Weekly or bimonthly meetings between managers and employees to discuss goals and where the company is at with the goal
- Internal website posting of goals – make sure this is not too drab or dreary for employees or they just plain will not read it. Also, do not be too technical with the jargon used … keep it simple
- An internal social networking site where information can be posted and shared with all employees
Once the goals have been delivered, explained, and reinforced, do not forget to follow-up with the employees to let them know what is going on with the goals and where the goals stand (ie if they have been completed, if they are 50% complete, etc.).