The 4 Levels of Organizational Alignment
An aligned workforce is a happy, engaged workforce. Unfortunately, alignment between an organization and its employees doesn’t come naturally — it takes planning, hard work and communication.
Think of alignment as a playbook for the entire company, just like in sports. For a coach to make sure every player is on the same page and goals are made, that playbook needs to be shared and discussed in real time.
There’s a reason watching a sports game is much like watching a choreographed performance — every movement and play has a purpose that each player knows inside and out. The same goes for employers and their employees.
To achieve a completely aligned workforce that plays as a team and knocks each ball out of the park, here are the four levels of organizational alignment every company needs to build and maintain:
The first level of organizational alignment requires finding the right fit for the position at hand. After all, an aligned workforce begins with employees who are aligned with their job functions. The wrong hire can burn a pretty big hole in the company’s pocket.
It’s only natural for goals to drive us. What’s not natural, however, is for employees to be able to accurately set and regulate specific, relevant work goals that are aligned with those of the organization on their own. To set goals that line up with the company’s, employees can use a little help from management.
Once employees are aligned with their respective roles and work goals, it’s time to align employees with their teams. Does the employee understand the expectations of their supervisors, objectives and how they contribute to team success?
The final level of organizational alignment falls on the shoulders of the company’s leadership: the alignment between employees and the company as a whole. This requires employees to see beyond their individual and team work goals. This is where they embrace the company mission and vision as their own.