Business Objectives for Employee Engagement

Misalignment between employee engagement and business objectives can slow down a company’s growth – no matter how engaged the employees are. 

Three ways to create business objectives for employee engagement

Here we show you three ways to make sure employees are aligned with company goals, and that their engagement is getting you where you want to be.

1. Make sure the business objectives are connected to the bigger why

Ensuring your employees are pulling in the same direction starts with manager communication.

This is a two-part process.

First, managers must communicate the organization’s goals and how they are tied to the company’s goals.

Second, managers must create a link between the employee’s day-to-day responsibilities and the organization’s goals, and then convey that link to each employee. This helps employees understand how they are working toward those business goals.

This communication must happen with each and every employee.

To make sure this communication is happening, and that it’s effective, include related questions in regular employee engagement surveys. Ask employees:

• If they understand the company’s goals
• If they understand the organization’s goals
• If they see the connection between their daily activities and the organization’s goals

This will help you track the alignment between employees and your business goals – connecting them to the bigger why.

2. Create SMART goals and measure your employee engagement progress

You are no doubt measuring key metrics (KPIs) at every organizational level. But if you seem to be getting no closer to your business goals toward the middle of the quarter, check in on each employee’s individual goals and progress.

SMART goals are precisely targeted goals that give employees explicit milestones to work toward, as well as accountability to reach those milestones. Setting SMART goals for employees, and ensuring that those goals are aligned to the company’s goals, is an effective way of achieving organizational objectives.

• S = Specific
• M = Measurable
• A = Attainable
• R = Relevant
• T = Timely

Managers should set SMART goals during the yearly review process, but look at them again at least every month and adjust as necessary.

Once these goals are set, measure them regularly. If engaged employees are reaching their SMART goal milestones, you can rest assured that they are also supporting your business goals.

3. Give Them 360° Reviews

Another way to tell if employees are supporting your business goals is with 360° reviews.

Getting feedback from a manager is great – but it’s narrow information. It won’t give you the big picture of how the employee is impacting the organization or supporting your business goals.

Gathering feedback from peers, stakeholders, and other managers creates a more holistic picture of performance. It could be that an employee is not only moving their own organization toward its goals but helping other organizations move toward theirs as well. Or it could be that manager bias is occurring in the feedback process – in which case, getting others’ perspectives can help you to identify gaps in alignment between the employee’s performance and the business’s goals.

Employee Engagement for Business Objectives conclusion

Make sure your employees are aware of and aligned with your company’s bigger goals. Then set up KPIs to measure that alignment throughout the year. Without aligning employee performance to business objectives, even the most engaged employee might not help your company move toward its goals.

Questback can help you measure goals and alignment with in-depth employee surveys. This insight is invaluable for keeping your organization — and your company — on track to meeting business goals.  

Learn more here or Read more about eNPS