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How do you connect your workforce to your company's vision?

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Connecting your workforce to your company's vision is not only a strategic goal, but also a competitive advantage. When your employees understand and share your vision, they are more engaged, motivated, and productive. They also become your brand ambassadors, who can attract and retain customers, partners, and talent. But how do you communicate and align your vision with your workforce effectively? Here are some best practices to consider.

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1 Define and communicate your vision clearly

Your vision is your aspirational statement of what you want to achieve as a company in the long term. It should be clear, concise, and compelling. It should also be aligned with your mission, values, and goals. To connect your workforce to your vision, you need to communicate it frequently and consistently, using various channels and formats. You can use newsletters, videos, podcasts, webinars, town halls, intranet, social media, and more. You can also use stories, examples, and testimonials to illustrate how your vision is relevant and inspiring for your employees.

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Steve Jobling

Senior Coach and leader with a passion for inspiring teams to exceed their performance objectives and personal growth potential. Recognised for delivering results, creating bottom line, colleague and customer value.
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Ive found asking the question why does a workforce not connect to the vision, creates a clearer understanding how to achieve this. Complicated, wordy, ambiguous, non-relatable communication about what the vision is and no meaningful why. A lack of alignment of teams and individual goals with this vision. No regularly updates on progress. Leaders do not authentically model the vision in action. Employee's are not involved in decision-making and so no ownership. Skill development is not designed to the vision. Recognition and reward is not aligned to the vision. No open dialogue and embedding of the vision into daily company life leading to no ongoing, deep connection. Recruitment is not tailored to new recruits fitting the vision culture.

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Richard Bevens

Author Coach Leader Development Specialist
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I find the best way is to make the vision relatable to the individual. To do this effectively it helps to have an understanding of them, or their role. Some basic coaching questions can usually uncover this as well as values and beliefs. This then helps to shape the context, which can then be directed towards the wider vision. Storytelling is a great toll for this.

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2 Involve your workforce in your vision

Your vision should not be a top-down mandate, but a co-created and shared aspiration. You can involve your workforce in your vision by soliciting their feedback, input, and ideas. You can use surveys, polls, focus groups, workshops, brainstorming sessions, and other methods to engage your employees in the visioning process. You can also recognize and reward those who contribute to your vision or demonstrate its values. By involving your workforce in your vision, you can foster a sense of ownership, commitment, and accountability.

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Alizanette Rodriguez MBA

The views expressed on my Linkedin page are my own and do not reflect those of my employer. NJIT’s Hispanic and Latinx Leadership Council Members.
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It is in these co-creative space where you allow leaders of the business grow and experience the role and giving them a sense of belonging. An engaged workforce finds ways to simplify the way thing are done and the more they are engaged the more productive they are, however, you must take the time to acknowledge their contributions to the business. The engagement can be measured through surveys or questionnaires about how they view and measure the value the company brings to the employee, and to the customer.

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3 Align your workforce with your vision

Your vision should guide your workforce management decisions and actions. You can align your workforce with your vision by ensuring that your hiring, training, development, performance, and recognition practices reflect and support your vision. You can also use your vision as a framework to set and measure your workforce objectives and outcomes. You can use tools such as OKRs (objectives and key results), KPIs (key performance indicators), and scorecards to track and communicate your progress and impact. You can also use dashboards, reports, and feedback systems to provide transparency and visibility into your vision alignment.

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Shane Moncus, MBA

Director of Operations at Benore Logistic Systems, Inc. specializing in process improvement
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As a Senior Director in a leading transportation and logistics company, my vision is to revolutionize the industry through sustainable practices and technological innovation. This vision has served as our north star in my management decisions. Sustainability is one of our core values. Innovation and creativity is a keystone in our company’s mission statement. Our hiring process sought hungry professionals outside the logistics industry who demonstrated exceptional motivation and also exhibited a firm commitment to sustainability and innovation. Through the hiring process, we emphasized these elements in our training and development programs, equipping our workforce with the latest tools and best practices in logistics. #supplychain

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4 Empower your workforce to act on your vision

Your vision should not be a static or passive statement, but a dynamic and active driver of change. You can empower your workforce to act on your vision by providing them with the resources, tools, and support they need to execute your vision. You can also encourage them to take initiative, innovate, and collaborate to achieve your vision. You can use platforms such as idea management, project management, and collaboration software to facilitate and streamline your vision execution. You can also use coaching, mentoring, and peer learning to enhance your workforce capabilities and confidence.

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Ira Wolfe

Terrified and fascinated by VUCA-level change | AQ Authority | Millennial in a Baby Boomer Body | Hall of Fame Speaker | Future of Work Global Thought Leader | Helping ordinary people thrive in extraordinary times |
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Every process needs an operating system. Empowerment is no different. Many of the solutions, including best practices, offer ways to motivate people. To get people to do what you want them to do. But empowerment gets people. to want to do what you want them to do. How do you do that? Start with WHY would they want to do what you want them to do? Then HOW do they do it. Followed by WHAT do they want out of the work they'll do. Your company has a WHYos (aka WHY operating system) even if it's not articulated. Each employee has a personal WHYos. Empowerment begins with helping them articulate their purpose and then figure out how they WHY can help you achieve your company or team WHY.

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5 Celebrate your workforce achievements towards your vision

Your vision should not be a distant or unrealistic target, but a realistic and attainable challenge. You can celebrate your workforce achievements towards your vision by acknowledging and appreciating their efforts and results. You can use methods such as recognition programs, awards, incentives, bonuses, and perks to reward your workforce for their vision contributions. You can also use events such as celebrations, ceremonies, and showcases to share and showcase your workforce successes and learnings. You can also use metrics such as employee engagement, satisfaction, retention, and advocacy to measure and improve your workforce connection to your vision.

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6 Review and update your vision regularly

Your vision should not be a fixed or final statement, but a flexible and evolving aspiration. You can review and update your vision regularly by assessing its relevance, impact, and alignment with your changing environment, needs, and opportunities. You can use methods such as SWOT analysis, environmental scanning, scenario planning, and strategic planning to evaluate and revise your vision. You can also use feedback loops, change management, and communication strategies to inform and involve your workforce in your vision updates.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Workforce Management

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How do you connect your workforce to your company's vision?

1

2

3

4

5

6

7

1 Define and communicate your vision clearly

2 Involve your workforce in your vision

3 Align your workforce with your vision

4 Empower your workforce to act on your vision

5 Celebrate your workforce achievements towards your vision

6 Review and update your vision regularly

7 Here’s what else to consider

Workforce Management

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How do you connect your workforce to your company's vision?

1

2

3

4

5

6

7

1 Define and communicate your vision clearly

2 Involve your workforce in your vision

3 Align your workforce with your vision

4 Empower your workforce to act on your vision

5 Celebrate your workforce achievements towards your vision

6 Review and update your vision regularly

7 Here’s what else to consider

Workforce Management

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