In working with organisations, we often get asked about how to achieve alignment of employee objectives with the business or organisation strategy. The following Whitepaper discusses world’s best practice in alignment and how to use Strategy Maps to achieve alignment.
A Strategy Map is a visual way of representing what the organisation is trying to achieve at a high level. It is generally created in a facilitated session with the Executive Team. In these sessions, critical actions are teased out to short list the few critical objectives that will deliver the result the organisation is trying to achieve. The objectives are then mapped to demonstrate the linkages and dependencies of the objectives. The end result is that the Strategy Map is a visual, easily understood diagram of what the organisation is trying to achieve. The organisation Strategy Map is often referred to as a Level One Strategy Map.
The organisation Strategy Map (Level One Map) is then converted to Business Unit Strategy Maps (Level 2). In this way, business units then know what their part of the plan is and how their effort is linked to achieving the organisations plans.
Individuals then set their own objectives with their manager that relate directly to the Business Unit Strategy Map.
Following is a diagram that illustrates the process.
By conducting this process, everyone knows their part of the plan, the objectives are aligned and you should achieve very good engagement with all employees (please refer to our other Whitepaper on Employee Engagement and Retention).
Strategy Mapping is the way the HR team achieve employee engagement and alignment to the organisations plans. It is a proven framework to ensure employee objectives directly link to achieving the business unit’s plans as well as the organisations plans.
Strategy Mapping has a direct link with employee engagement. We know lack of employee engagement leads to higher staff turnover. We also know that staff turnover always becomes HR’s problem as does finding replacement staff.
In some organisations, overall employee performance is also a measure of the success of the HR department. Strategy Mapping drives overall employee performance as employees uncover what really has to be achieved and can go about doing it with clarity and appropriate feedback.
HR is also responsible for remuneration. Remuneration, particularly bonuses and incentives are tied to performance. Paying bonuses on outcomes not related to the...
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