· · It’s one thing to know your company’s mission statement.
· It’s another to know it’s strategic goals and objectives.
· Employees need that information to be effective.
Most employee surveys identify communications as something that could and should be improved. As in: “I am usually the last to know something important that affects the company and me”. Like: the company’s goals and objectives, what they are, and my responsibilities in achieving them. Most leaders have objectives they’re responsible for achieving – like increased profits, customer satisfaction scores, and employee retention – those should be shared with managers, supervisors, and front-line employees. Employees at all levels can affect those objectives – by explaining what they are and how they can support them with their work, you’ll have a greater likelihood of achieving them. That’s why it’s so important to connect the dots between individual roles and the goals of the organization. Go back to what I said about employee survey data: why would you not share this information on a regular basis with your employees. Include them in planning, on-going discussions, requests for suggestions, and regular updates and feedback. Also from the article by the Blanchard’s: “When people see these connections, they get a lot of energy out of work; they feel the importance, dignity, and meaning in their job.” That’s why it’s important to connect all the dots today.
Ken Blanchard and Scott Blanchard: American management consultants; from their Fast Company Article titled “Do People Really Know What You Expect from Them?”
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