How To Transform your Organization Through Strategic Goal Alignment

Now, more than ever, there is an emphasis on using better people analytics. People analytics open the door for companies to measure important aspects of their workforce, like retention rates, skills gaps, diversity, and employee feedback. HR teams can then take those insights to develop better onboarding processes and training programs, address compensation discrepancies and demographics, and manage individual performance goals to increase the likelihood of success across multiple facets of the business. Although people analytics has become more mainstream in recent years, a 2017 study by Deloitte showed only 9% of companies believe they have a good understanding of which talent dimensions drive performance in their organizations.

The great thing about organizational transparency is the forecasting effect that comes with it. When everyone’s compass is pointing in the same direction, it is easier to spot an off-track team member, or project. Life happens and sometimes goals will have to change to accommodate. While these shifts are easier to spot in an organization that focuses on transparency, you still need to have a plan of attack.

Defining and communicating goals is one thing, it is quite another to implement total and strategic talent and goal alignment throughout an entire organization. We’re talking about more than a mission statement here, and these are the 7 best practices to help get you there.