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  • Writer's pictureSinéad Egan

Bridging the Gap: Connecting Employees with the Organisation’s Vision


employees smiling while looking ahead

Every organisation should have a clear and compelling vision that is aligned with their purpose, and every person in that organisation should understand their role in contributing to delivering the purpose and vision. Although this seems obvious, many organisations invest a lot of time and effort in defining their vision or writing their purpose statement but then skip the next critical step of connecting every employee to the purpose and vision.

This is not just a missed opportunity, but it can also be a costly mistake, because when employees are aligned with the organisation's vision and purpose, they become more motivated, engaged, and productive.

In this blog, we will explore practical strategies for connecting employees with the vision for the organisation, in four key steps.


1. Communicate Effectively

2. Make it Personal

3. Lead by Example

4. Provide Resources and Tools


Communicate Effectively

A man and a woman high-fiving in celebration at a work desk that is covered in papers  and office supplies.

Effective communication is the cornerstone of connecting employees with the organisation's vision. Leaders and managers must consistently communicate the vision in a way that resonates with people at all levels of the organisation.


  • Start with Stories: Stories have a powerful impact on people's understanding and retention of information. Every organisation has a unique story from establishment right through to the vision for the future. Telling your organisation’s story is a great way to communicate the importance of your purpose and values, and what is needed succeed in the future. At an individual level, leaders and managers should be able to tell this story with their own anecdotes or examples that illustrate past successes and learnings, and the goals for the future.

  • Simplify the Message: Vision and purpose should be concise and easy to understand. Avoid jargon and complex language or long statements.

  • Repeat, Repeat, Repeat: Communicate the vision and purpose through various channels, and ensure that you link to it in your internal communications whenever possible.


Make it Personal

A group of people sitting around a table with a thinking cloud in the middle placed on the table in white paper

Purpose and vision are most powerful when everyone in the organisation feels a personal connection to them through understanding how their role contributes to delivering them.


  • Involve Employees: When employees have a sense of ownership and involvement in shaping the vision, they are more likely to connect with it. Consider consulting with employees and getting their input when developing the vision.

  • Translate into Team Missions: Ensure that once the vision has been defined, each team can clearly articulate how their role contributes to achieving the vision. Each team should have a mission and where possible this should be shared with the rest of the organisation so people gain an appreciation for how their colleagues contribute to the vision.

  • ·Set Individual Missions: Align everyone’s goals and performance expectations with the organisation’s vision. When employees see how their work contributes to the bigger picture, they become more engaged.


Lead by Example

v-shaped paper airplanes pointing left with one blue paper airplane in the front and white paper airplanes behind

Leaders and managers play a crucial role in connecting employees with the organisation's vision so it is critical that they role model actions and decisions that are in line with the vision and values.

  • Walk the Talk: Leaders should demonstrate the behaviours and attitudes expected of employees in alignment with the vision. This authenticity builds trust and credibility, and behaviour is the strongest form of communication.

  • Remove Barriers: Leaders are also responsible for removing barriers to achieving the vision or providing sponsorship to changes which will achieve this.

  • Recognise and Reward Alignment: Acknowledge and reward employees who exemplify positive behaviours and progress towards the vision.


Provide Resources and Tools

team member hands placed together over work papers and a laptop

Make sure that your people leaders are equipped to translate the vision into something meaningful for their teams.


  • Vision Workshops or Team Charters: Conduct workshops or team sessions that specifically focus on the organisation's vision, its values, and how employees are contributing to this across functions and teams.

  • Skill-building: Provide opportunities for employees to develop skills and competencies that align with the vision. This can include leadership development, teamwork, and innovation training.

  • Feedback Loops: Establish feedback mechanisms that allow employees to share their thoughts about enablers and barriers to achieving the vision and strategic goals. Act on this feedback to demonstrate that their input is valued.


Conclusion


Connecting employees with the vision and purpose of the organisation is a continuous process that requires dedication and effort from leaders, managers, and employees themselves.


When employees feel a personal connection to the organisation's vision, they become more engaged, motivated, and committed to achieving the shared goals. This alignment not only benefits individual employees but also contributes to the overall success and sustainability of the organisation.


If you need help with connecting your employees to your vision and purpose – contact us today. We help our clients define powerful narratives, values, and vision. We are experts in employee communication, listening, and engagement.



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