It’s essential to regularly communicate and gather and address feedback with the team to confirm their understanding of not only the company’s vision, but how their specific role and actions, and everyone else’s for that matter, contribute to the success of achieving that vision. There is a famous story about JFK touring NASA and asking a janitor what his role was at NASA. The janitor replied, “I’m helping to put a man on the moon.” That’s a great example of an organization that successfully aligned their employees with their vision.

Vision of a company is shared and accepted by its employees; only when the employee is able to visualise himself/herself in the achievement of that vision. The vision statement should be simplified and communicated to the employee in the language which he/she can understand. The communication is the key as employee visualises a future through the words of the communicator. The communication should be simple yet powerful which will help the employee to align his future goals with the vision of the company.

Ensure every team member understands not just what the company aims to achieve but why these goals are important. Informed employees make decisions that are more aligned with the company’s strategic direction and less based on isolated or departmental views.

The grand vision needs to be well articulated and communicated to all employees, then all teams will also understand this is the purpose for which we are all working, if the purpose is clear then getting aligned with teams action will not be an issue. This process needs to be communicated time and again in order to enroll all team members, making the team understand how important is their contribution can also inspire them to participate in driving towards the vision!

Aligning team goals with org objectives is key to help team members understand the big picture and how their work and actions impact others and firm’s success! Of course there is a lot of information as well as training available on this topic. But in my personal experience, involving the team and maintaining transparency is the first place to start the process. And follow it through quantifiable or “SMART” goals. Finally, regular informal catch up with team members and listening more than talking is not many do. I guess that’s my tuppence worth!