A couple of years ago, in the depths of the COVID-19 pandemic, the business world faced The Great Resignation. People quit their jobs in droves: four million people in July 2021 alone. Microsoft’s 2021 Work Trend Index indicated that nearly half the global workforce considered leaving their employers within a year. Workers’ moods had shifted. They became more reflective about their work and their lives. Quality of life became paramount, and job satisfaction became a top priority since one-third to one-half of one’s waking hours comprises making a living. Many workers quit their jobs to explore other opportunities.
As the pandemic ebbed, folks went back to work. Currently, unemployment is at a fifty-four-year low. But workers’ job satisfaction issues have not disappeared. Workers may show up and do their jobs, but their radar is engaged and always scanning for new opportunities.
The moniker for this current trend is The Great Reshuffle. Companies are hungry for top talent, and top talent is on the prowl for “better jobs.” In today’s terms, a “better job” doesn’t necessarily mean a big salary, vacations, 401Ks, health insurance, or other typical trappings—although those may be considerations. Research by MIT Sloan Management Review found that workers were jumping ship primarily because of company culture: “One in five surveyed employees reported they had left their job in the past five years due to workplace culture, and nearly half of all job seekers list culture as the reason they’re searching for a new role in the first place.”
A Shared Company Vision Drives Company Culture
A company’s vision is the guiding light that drives its culture; it’s the “north star” or reference point for all action. It provides a clear direction for everyone involved in the organization. However, simply stating, “This is our company culture,” is not enough to create an engaged workforce.
Employees often complain about “no north star” because they feel that while there may be a written statement of the company’s vision, decisions and individual actions are not aligned. This means that even though employees know what the company stands for, they don’t see it reflected in their day-to-day work.
To align a team with a company’s values, leaders must go beyond simply sharing the company’s vision verbally or through a posted mission statement. Leaders should encourage open communication channels where employees feel comfortable discussing how their daily tasks contribute to achieving overall goals. By doing so, individuals become more invested in their work and understand how each action is integral to reaching organizational objectives. New projects and directions should support the vision, and employees should know how their tasks relate to the vision and help accomplish it.
Sharing A Company Vision
As a leader, you have a unique vantage point that allows you to see possibilities and opportunities for your company. You know where you want the company to go and what success looks like. But having a shared company vision alone is not enough. To achieve success, your team must embrace your vision. Everyone involved must understand what is wanted, be confident that the plan will work, know their part in its execution, and have faith that achieving the company goals assists them in achieving their goals as well.
But how do you get everyone on board with that vision? How do you ensure that every decision and action aligns with your shared values? The answer is through effective communication—convey the message in multiple ways. Everyone has a preferred learning method; some assimilate verbal communication best, others written, and some may be visual learners.
Sharing your ideas and vision can be challenging. However, as the leader of your organization, you must share your vision in ways that resonate with your team members. It’s a two-way street: what do your team members want that your organization can help them get? Why should they work for you instead of someone else?
When everyone within the organization understands and embraces the same vision, shared values are formed, which drives the company forward. The shared company vision creates an environment where everyone feels connected to something bigger than themselves, making work more meaningful and motivating. These actions enable you to develop a cohesive team that works together to achieve shared goals while guided by shared values.
A clear understanding of why this shared vision matters helps managers reinforce its importance with their teams. This alignment ensures that workers remain motivated and engaged. Remember: Your company vision should reflect what’s important in how your organization operates—from hiring practices to strategic decisions. Aligning your team with a shared company vision is crucial for the success of any business.
Will Seippel is the CEO and founder of WorthPoint®, the world’s largest provider of information about art, antiques, and collectibles. An Inc. 500 Company, WorthPoint is used by individuals and organizations seeking credible valuations on everything from cameras to coins. WorthPoint counts the Salvation Army, Habitat for Humanity, and the IRS among its clients.