Communications Help Improve Employee Alignment

How Communications Help Improve Employee Alignment

Employees are either on the bus or they’re not. Meaning, they’re either supporting the organization’s goals or they’re partaking in its lack of success.

But is it really that black and white?

What if some members of the team are on the bus, but they’re in the wrong seats? Proper job alignment and orientation toward organizational goals are critical to keeping employees motivated, productive and engaged at the organization.

Uncovering motivators and realigning for success

Directing employee behavior through force, threats or extrinsic motivators may work in the short term. But for large organizational goals involving lengthier timeframes, a different tact is necessary.

Instead, uncovering a work context that’s best suited to naturally motivate each individual helps to identify where existing misalignments may reside. From there, employees can be realigned for a better fit within the organization.

Identifying whether or not an employee’s job is properly aligned to help achieve the organization’s goal is key. If the employee’s inherent motivators aren’t synched with the environment he or she is working within, performance will be strained.1

Communication’s key role in employee alignment

In addition, greater emphasis must be made on shaping employee mindsets through motivational communications. Specifically, communications conducted in a manner to tap into specific unique motivators.

It’s rare that individuals act in the collective interest of an organization, unless they derive some specific personal reward from their actions. As a result, many organizations attempt to offer forms of coercion to “get people on board”.

But when individuals view what the organization is doing through its strategy as something they support, they are more likely to engage in discretionary actions aligned with that objective.1 And for lofty organizational goals, it’s often the “go-the-extra-mile” effort that’s needed in order to meet critical objectives.

When each employee’s intrinsic motivators are understood, communication and positioning of their tasks can be more carefully constructed and articulated.

In summary

When employee motivators are understood and tailored communications are utilized, job alignment can be optimized.

As a result of effective alignment:

  • Employees are more fulfilled in their jobs
  • Project assignments and alignment with organizational goals are done in a way that’s more personally fulfilling
  • Employees are set up for success, rather than being bribed to conform

Source:
1. Colvin, Alexander and Boswell, Wendy R. “The Problem of Action and Interest Alignment: Beyond Job Requirements and Incentive Compensation” Cornell University ILR School, March 2007.