Is Everyone In The Organization Pulling In The Same Direction?July 16th, 2007 |
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Experienced managers know it is far harder to get alignment than one might expect. Each business unit, each person, has their own interests and their own way of hearing things. What seems like a straightforward communication may not be heard, not acted upon, or it may be misunderstood.
There are two core methods to improve alignment: culture and goal management. A strong culture creates a common mindset, while goal setting ensures that the specifics are spelled out. An employee performance and talent management system, enabled by technology, allows the cascading of goals so that each department’s goals are aligned with the organization’s vision and each individual’s objectives support the department’s goals.
Secondly performance management technology allows a CEO to see at a glance how many employees are working towards each of the organization’s goals, check the status and further drill down to see the goals and status of any individual. It creates visibility through the fog of organizational life. In theory you can do this with a paper system; the CEO could ask HR to go to the files and dig out the employee evaluation form with the goals of a group of employees - but in practice that doesn’ t happen because it is too much work. However, if that information is available on-line then the visibility is real. It is also immediate.
How does your organization work to get alignment?
Tags: employee performance appraisal, goal management, HR, talent managementRelated posts
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