How to Align
Employee Values and Aspirations towards Your Company Goals and Vision
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Assigning functions and tasks to each employee
entails knowledge of the workforce, their values, and culture where
each contribution is acknowledged, appreciated, and at the same time,
rewarded.
As a manager or someone in higher authority, there
are a couple of things that you need to consider to make sure that your
employees understand their functions by assigning tasks which allow
them to align themselves and realize the company’s global goals and
vision.
Assigning tasks tends to be very tedious and
daunting, but just like any other work around, you can follow some few
simple steps to help you and your employees understand what the company
is aiming for. This also helps determine how each of them can
contribute to the full realization of its ultimate goals and direction.
* Assign Tasks According to Employee's Forte. Each
employee has his own talents and ideas to share. Underestimating
diversity is as good as putting the company at the brink of extinction
for it disregards the idea that each employee can develop his own
mental picture of how the company can reach its goal. Through this, the
company can continue to exist in the marketplace to which it currently
belongs. This mental picture can also be translated to aligning work to
market demands.
* Mutual Understanding. This may sound a bit
strange but should not be misconstrued as to the old romantic drama
between couples. Mutual understanding should mean that the tasks
involved should both be understood and worked on by both parties: you
and your subordinates. Assigning tasks that you yourself do not
understand may give your employees the idea that you assign tasks just
because you yourself cannot perform. While it is true that corporate
honchos should be concerned with all the corporate stuffs and are not
know-it-all people, from an employee's standpoint, it is always
inviting to see managers and corporate big bosses acting in a way that
is expected of them by their subordinate; where they are seen as
walking visions and missions.
* Work to Live, Not Live to Work. While it is true
that jobs can become very tough and demanding at times, one should not
forget that part of your corporate goals and vision is to reward
employees of their hard work, and constantly reminding them of their
wonderful contributions to the company. Employees should be made aware
of the impact of the input they make to the company and how their work
allowed the company to achieve its collective success.
* Map Them Up. What employees do not realize is
that each individual action may mean contributing to company loss or
company profit. Employees that are at a loss in an organization are
bred with fuzzy vision and cannot even find themselves in the corporate
map. These and other reasons are a result of a lack of leadership
skills on the part of the owner or leader; tolerating faulty
bureaucratic culture where employees become defensive instead of
innovative in their work, and not going the extra mile in the
performance of their duties.
* Less Work through Teamwork. In a faulty
corporate system, tasks are usually seen as a burden, but not in an
organization where the value of teamwork is emphasized. In teamwork,
people pour in talents, ideas, and skills, which organize and help each
employee to quickly develop a routine to make the job less stressful
and more organized.
With this in mind, employees should be seen as a
valid tool to accomplishing company vision and mission and should be
put on a function that brings out the best of an individual's talents
in them.
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