Aligning individual performance with organisational goals

Just like an orchestra, any organisation needs all its teams and individuals to work in perfect harmony to create the best music. If in a concert, a single instrument goes out of tune, the whole orchestra suffers. The same goes when an employee or department does the work without being aligned with the organisation, it creates a ripple effect that could affect the goals of the company.

A study by business management consultant firm LSA Global showed that highly aligned companies grow revenue 58 percent faster compared to their unaligned counterparts. They are even 72 percent more profitable, according to the research. The figures show that employees tend to contribute more to the success of the company, when their individual goals are one with the organisation.

The same study identified three notable aspects of work that makes an organisation highly aligned:

1. Strategic clarity – Employees have an easier time aligning their individual goals with the organisation when they clearly understand the direction and strategies of the company.
2. Trust in leadership – Companies with a highly-aligned workforce have trust their leaders, which points to the importance of fostering a culture of trust between leaders, managers, and employees.
3. The right talent – Having the right people for the right roles shows a great importance in creating a harmonious and highly aligned workforce.

READ MORE: The role of HR in workplace culture

Challenges in aligning individual performance

It goes without saying that aligning the employees’ individual goals with the broader goals of an organisation increases productivity, enhances employee engagement, and helps in the workforce’s long-term sustainability. But doing this is easier said than done in most cases. Even an orchestra must continuously practice and study together if they want to deliver a good show.

Here are some of the most common challenges that human resource leaders encounter in the process of trying to align individual goals to organisational objectives:

1. Lack of communication

Effective alignment begins with clear communication channels within the organisation. However, an IBM study revealed that 72 percent of the employees do not fully understand their company’s strategies and 63 percent of them wish they heard from their leadership more. Clearly, the more employers communicate and discuss their goals with the employee, the better they can work together.

2. Misalignment of goals

Misalignment often arises from discrepancies in goal setting and understanding. And this can happen because of many things, like miscommunication, unclear goals, or lack of feedback. In this area, managers who do the groundwork play a critical role as they have the direct relationship with the employees, and they can regularly enforce goal-setting sessions with their staff.

3. Inadequate performance measurement

Accurate performance measurement is crucial for assessing alignment. It helps managers see some areas of improvement in terms of aligning individual and organisational goals. It also helps employees see how their contributions fit in the overall picture, how their work resonates with the organisation’s vision, and how they can improve.

4. Resistance to change

Both employees and leaders can be resistant to change. Some employees feel resistant to change their work responsibilities to fit into the goals of the company. On the flipside, some leaders, too, can be resistant to change even if they think that their goals are not clear to the people. Having the flexibility to adjust as needed is paramount in aligning individual and organisational goals.

5 strategies for aligning individual performance

1. Strategic messaging

Employing strategic messaging involves packaging an organisation’s goals into various messages that cater to different audiences. For example, while the whole workforce knows the overall goals of the company, you can craft specific messaging for the finance department, which should be different from the messaging you craft for the people in the customer service team.

Package your messages in such a way that these specific audience can relate. If the goal, for example, is to become a truly diverse workforce and you are talking to your finance department, you can tell send them an email about how “numbers don’t lie” and proceed to show some stats about how diversity can empower their work.

Strategic messaging can be difficult, you don’t have to do it yourself. Try creating a special communications team composed of your marketing specialists and a representative from each of your departments to lead this campaign. When all hands are on deck, it will be easier to communicate your goals and align them with the workforce.

2. Regular feedback mechanisms

In a goal-setting campaign, it is easier to get lost in translation that to get your message across. An organisation’s workforce is made up of people from different backgrounds and walks of life, which make their understanding of the company’s goals different. Even the messages you will send may sound clear to all the leaders, but not to the employees.

The way to resolve this is by establishing regular feedback mechanisms where an employee can readily communicate with a manager or a “goal ambassador” to clarify certain things that they do not completely understand or agree with when it comes to the company’s goals. This way, you mitigate possible miscommunications and misinterpretations.

In the same feedback mechanisms, you can also provide your insights into how well your employees are taking the messages you sent. The goal here is to allow both parties to hear each other so they can adjust accordingly, understand the goals better, and work in perfect synchrony.

3. Integrated key performance indicators

It is important to translate your organisational goals into unique KPI metrics specific to certain roles. These metrics should follow the “SMART” model, which means they should be specific, measurable, achievable, relevant, and time-Bound. But it is equally important to put these goals in the light of a bigger picture.

Individuals and departments will have a hard time seeing their part of the organisation’s overall goals if their own performance metrics are isolated and confined within their own teams. To resolve this, try to find some goals and KPIs that can be combined with two or multiple departments. This will foster collaboration and encourage employees to find common values and goals with the organisation.

Finally, these metrics should be flexible. As the organisation moves forward towards its goals, many things will have to change. And these metrics should also be flexible enough to accommodate any change that can happen.

READ MORE: Conducting constructive employee performance reviews

4. Employee training and development

Cultivating a culture of continuous learning to keep employees aligned with evolving organisational goals is also important. It encourages employees to be curious and proactive about the ways they can help the organisation. Equipping them with the right skill that will empower them to achieve the organisation’s goals will definitely be a big boost in aligning individual performance with company goals.

5. Recognition and rewards

Design incentive programs that align with the specific goals and priorities of the organisation. For instance, if the focus is on innovation, recognise and reward employees who contribute creative ideas or solutions. Consider a mix of financial incentives (such as bonuses or profit-sharing) and non-financial rewards (such as public recognition, extra time off, or professional development opportunities).

Celebrating success stories. Publicly acknowledge and celebrate both individual and team successes. By doing so, you do not only recognise the value of your people, but you also provide role models or some form of blueprint for other employees to follow in your quest to align your employees’ performance with organisational goals.

Having a highly aligned and harmonious workforce within an organisation is nothing short of transformative. In a workplace where individual performance aligns seamlessly with organisational goals, the collective impact will always amplify productivity and turn daily tasks into a collaborative masterpiece.

 A workforce in perfect harmony exhibits a resilience that weathers challenges and adapts to change with grace. It becomes a driving force for long-term sustainability, ensuring the organisation not only survives in the competitive landscape but emerges as a leader.