Understanding Strategic Objectives

Do employees in strategic jobs understand their objectives and receive feedback and training?
A. No.
B. We provide occasional on-the-job training for employees in strategic jobs.
C. Most employees in strategic jobs understand their objectives and receive feedback on their performance, and receive up-skilling for current personal development.
D. All our employees in strategic jobs clearly understand their objectives, receive meaningful feedback on their performance, and receive appropriate up-skilling for current personal development.
E. All our employees in strategic jobs clearly understand their objectives, receive meaningful feedback on their performance, and receive appropriate up-skilling for both current and future personal development.
[Score:  A=0, B=1, C=2, D=3 and E=4]
Why is this question important?

Ultimately effective strategy implementation requires that all employees and in particular employees in strategic jobs are personally committed to helping their organisation achieve strategic objectives.

The process of aligning employees with the strategy comprises three steps:

Communicate and educate employees about the strategy – a key responsibility of employees in key strategic jobs

  • they should understand how the success of the organisation creates benefits for employees, customers, suppliers, as well as the shareholders
  • communication of mission, vision and core values and strategy is the first step in creating motivation among employees
  • communicate both what the organisation wants to accomplish and how it intends to achieve its strategic outcomes
  • employees are each day energised about doing their jobs differently and better, helping advance the organisation’s success and realising their own personal objectives
  • its all about linking strategy to everyday operations – here is where employees in key strategic jobs have a crucial role to play
  • the communication plan must deliver the message relentlessly

Link employees’ personal objectives and incentives to the strategy

  • encourage each employee to set targets to improve a cost or revenue figure, boost engagement with customers, improve a process or two that will deliver customer and financial value, and enhance a personal competency to drive daily improvement
  • ideally incentives should have an individual and ‘business unit’ component

Align personal training and development programs to provide employees with the knowledge, skills and competencies they need to help implement the strategy.

  • Management and all those in key strategic jobs should develop custom training and experience-building programmes so that employees can develop the competencies that help them achieve their personal objectives and contribute to the organisation’s strategic success