What do you do if your employee engagement initiatives are not aligned with your business goals?

To address misalignment, start by conducting a thorough assessment of the gaps between your engagement initiatives and business goals. Examine your current strategies and identify which aspects aren't contributing to objectives. Understand the reasons behind this disconnect—whether it's due to communication gaps, unclear goals, or initiatives not suitable for the business environment. Once you pinpoint the issues, develop a plan to realign efforts with company targets.

If employee engagement initiatives aren't aligned with business goals, I'd reassess objectives, ensuring they're specific and resonate with employees. Then, I'd evaluate current initiatives, modifying or introducing new ones as needed. Clear communication of changes, providing necessary training, and monitoring progress closely are crucial. Celebrating successes reinforces alignment, fostering employee commitment to achieving company goals

Gathering feedback is crucial for understanding the effectiveness of your employee engagement initiatives. Seek feedback from employees, managers, and stakeholders regarding the effectiveness of current initiatives. Understand their perspectives on what is working well and what needs improvement Here are some methods to gather feedback from employees, managers, and stakeholders: - Surveys - Focus Groups - One on One Interviews - Exit Interviews - Forums

If our employee engagement initiatives weren't aligned with our business goals, I'd prioritize engaging staff. It's vital to understand their motivations and perspectives. By soliciting feedback, we can adjust strategies to better serve both their needs and our objectives. This fosters a sense of ownership and commitment among employees, driving the company's success.

This is a step I think many employers miss, they become so focused on their why and they feel about the initiative that they fail to get feedback. Your team members may have a different view point and it's important to take that into account when setting initiatives. Including employees in the process will ensure greater participation and acceptance.

La alta dirección debe revisar si la definición de metas y objetivos es acorde al plan de negocios, de ser adecuados mantenerlos y de no ser así deberá redefinirlos de acuerdo a la realidad de la organización; posteriormente deberá de garantizar que sus Directivos y Mandos Medios, entienden, comprenden y actúen de acuerdo a estos lineamientos, ya que de no ser así; estos niveles deberán ser alineados con metas, políticas, filosofía, misión, objetivos y acciones de la organización; ya que ellos son el ejemplo a seguir por parte de lo que resta de la organización. Si se falla en esta alineación de niveles, los resultados generales de la organización también tendrá fallas significativas.