A company strategy is a road map for all to follow in order to reach the desired business goal. Reaching it usually means achieving clear objectives such as:
- Becoming an employer of choice
- Being recognised in the industry for various accreditations or awards
This usually requires 'all hands-on deck' and support for the vision, however it's often a challenge to engage all levels of the business.
At times we advise our clients to add questions in their employee engagement surveys that test whether employees can see how their contributions make a difference in the overall success of the company and whether they are clear on the company objectives.
In the last 3 years we've found that companies are good at outlining corporate goals and successfully getting buy-in from employees. Our survey results also show that:
- 86% of employees who responded say they can see how their work contributes to the company success
- 7 out of 10 respondents say they can see how work by their division/department also contributes to the overall success of the company
We have also found that although results are positive in terms of strategy sharing and commitment from employees, results for recognition of achievements are mixed.
- Line managers recognising great work/achievement - 74%
- Companies recognising individual great work/achievement - 53%
As you would imagine this subsequently affects 'feeling valued' as just 59% of respondents agree.
So what's the solution?
Too often, where the team is on-board there is too little recognition when goals are achieved. Recognition is a key driver of employee engagement needn't be monetary. While many companies are appreciative of their employee contributions, communicating this from a top level is where focus needs to be to change perceptions of being taken for granted.
Finding out the method employees would prefer to be communicated via is the first step and communicating in an authentic, and consistent voice builds credibility.