Last week we discussed Employee alignment. The first 2 ½ steps were related to a defining plan to establish direction and the plan a new direction in company culture. In this article we will complete the thought on employee alignment.
Step Three: Now that you’ve worked through all the details, you need to take time to plot the execution of the plan. Communicate to your employees what the first steps mean to the survival of your business and their jobs. I have found that most employees do care and want to be an active part in the growth of a company. Remember, employee alignment needs to be in word, appearance, action and attitude. You will need to communicate effectively what the vision and change means to them and provide them with proper training to guide the change. If you assume the best, expect the best and inspect the results, you will work hard, your employees will work hard and all will be rewarded. As you roll through these changes think about how do you want your company to be perceived? Starbucks invented a new language and forced their employees to learn the language. Have you paid $4 for a cup of coffee lately? Or have you paid $4 for a “grande pumpkin spice latte?” Expectations drive the perception of employees who share those perceptions with buyers who do have a choice as to where they purchase. What perceptions are you casting?
Step Four: What is your value proposition? How you sell your product is just as important as what you sell. Can you verbalize why your business makes a difference in someone’s life or business? Can you communicate this vision in 30 seconds? If not, don’t count on your employees reading your mind. If your proposition is not clear, then further refinement is needed.
Step Five: Be flexible. Alignment cannot happen in a week. Momentum in the target direction will take time. You will also need flexibility with your plan as it may not be infallible. Most business plans grow organically as most plans did not descend from the same mount Moses recorded the commandments on. When you communicate, leave the door open for future changes.
I have no doubt we could go on for volumes on this topic as there are countless books by people with vast education on business and employee alignment, but we must end here.