Does your company’s mission, values, and vision contribute to or solve the “Great Resignation,” “Quiet Quitting,” and the like?
Some questions for you to start checking:
❓ Can your employees link company mission and values to their work lives in practical ways and daily?
❓Are company mission and values evident in decision-making, communications, allocating resources and initiatives, and solving task and people problems?
❓At all levels?
❓Can your employees see that working toward company goals is in their best interest?
❓Can people find success and satisfaction in their work?
❓Does the company make that easy or hard?
How did you do with the questions?
If employees can’t find some fulfillment in the work alone, they’ll look for it elsewhere either through disengagement or outright quitting.
If they can find fulfillment in the work alone, but aren’t aligned with the mission, values, and vision, they won’t help achieving or have some ownership in company goals … and may even detract from goals.
One is an issue for the employee.
Both are issues for the company.
The solution starts with:
- Organizationally: clear mission, values, and vision that addresses all key C.E.O.S. stakeholders – Customers, Employees, Owners/shareholders, and Significant other stakeholders … and that all can readily align with.
- Individually: how well the employee fits the role/work direction and how that relates to their quality of life, and both in line with the organizational mission, values, and vision.
There may be more that needs to be done, but those are the foundations.
Company “engagement” surveys can also help with answers and can get information people may not be comfortable sharing with you.
Better yet are assessments that cover engagement *and* mission, values, vision, and policies/processes effectiveness.
👉 Interested in seeing what a more complete assessment looks like? Contact us to discuss how to get more complete information for your organization.
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