5 Tips for Aligning Company and Employee Goals

June 4, 2024

When employees are not recognized for their efforts and feel detached from one another, it can lead to high turnover. According to our survey, 35% of employees have started looking for new opportunities.

Encouraging employees to work toward common company goals can improve employee engagement and show employees that their individual contributions have a positive impact.

1. Share company goals in a relatable way.

Employees want to know the importance of company goals and how they can relate to them in their day-to-day work. Connect the dots for your employees in a clear and precise way.

2. Clearly define the goal process.

Your goal setting process should be clearly defined so employees know how to set individual goals within your performance management tool, connect them to team goals and ultimately to company-wide goals.

3. Set measurable and attainable employee goals.

Lofty, unattainable goals can cause disengagement amongst your employees. Take time with your employees and help them set goals that move the business and their personal success forward.

4. Show how individual goals attribute to company success.

Once the employee’s goals are set, tracking their success is crucial. As goals progress and are met, take time in one-to-ones to celebrate milestones and show the data on how their goals are helping move the needle on company goals.

5. Foster ongoing feedback and communication.

Accountability and regular check-ins can keep your employees engaged and focused on their individual goals. Employees should feel empowered to give different types of feedback and adjust goals if objectives change.

Align, define and measure your goals in one, simple to use platform.

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isolved Share & Perform promotes engagement and collaboration among employees and empowers managers to take a more active role in tracking employee progress and performance.

• A lively feed wall to stay aligned across functions and locations while talking, collaborating, and keeping up with colleagues and projects.

• A personalized dashboard that keeps the most important information right where you need it.

• Pulse surveys, designed to find out what a specific individual, group, or function is thinking and feeling about a particular situation or project.

• Crowdsourcing ideas and watching as good ones take off and go viral with up votes from the entire organization.

• Tools to share ideas and knowledge with other employees across the organization.

• Praise for team members who have outstanding performance. Don’t wait for the annual performance review or quarterly staff meeting to praise your employees who are performing well.

• Rewards and recognition tools that allow your team members to rack up points when they collaborate, share, and help one another. If you want to take the recognition to the next level, award cool stuff to your employees when they achieve true status.

• Gamification elements to keep employees engaged and excited about interacting with one another and moving up the leaderboard.

• Interactive org charts, which provide in-depth insights into the organization’s structure and flow, as well as help employees understand their reporting structure and the structure of those around them.

PERFORM

Performance reviews that help employees identify and improve their skills. It’s easy to monitor and report on performance with flexible cycles that can be tailored to the needs of your organization. Connect individual, team, and company goals to the review and recognize results. Managers and supervisors can use pre-loaded review templates.

360 feedback for performance reviews throughout the year. Share & Perform’s 360 feedback tool allows you to seek input from all directions, including those inside and outside your company and up and down in the reporting structure. Want to ask a vendor or customer for feedback on an employee’s performance? No problem!

Goal-setting and monitoring, including goals for specific groups, individuals, and the company as a whole. Create workstreams and attach them to goals, or cascade goals down the organization to track the progress from all team members.

Nine box, showing managers and executives who have the most growth, who are showing their potential, and who need to improve. Use this built-in feature to identify star employees at a glance and figure out who may be the best fit for a promotion.