Organizations thrive through a sense of belonging and shared purpose. As employers navigate on-site, hybrid and remote work models, many may worry that those critical success factors could get lost in the workplace. Luckily, there are still ways for employers to promote their organizational mission with all employees, regardless of location. In times when employers may struggle to find and keep the workers they need, a strong and authentic organizational mission can help attract and retain top talent. Workers are more likely to be engaged and loyal to organizations with a mission they believe in and trust.
This article explores opportunities for employers to engage and unite their employees in both on-site and distributed workplaces.
A Mission Everyone Believes
According to Indeed.com, an organizational mission—or a mission statement—is a brief, broad statement about a company’s goals and how it intends to meet them. It can address what the organization offers and how it hopes to serve its customers, community, employees, investors or other key stakeholders. Strong missions develop a human connection or an idea or behavior that employees can get behind and truly believe.
Cultural values are a way for the organization to achieve its mission. They define employee behavioral expectations and explain how leadership expects employees to work. Ultimately, everyone is working toward the same goal and demonstrating the values and behaviors aligned with and expected from the organization.
Connecting with Employees
It’s much easier to implement an employee engagement plan with a solid understanding of the organizational mission. Employers should consider the following tips to promote an organizational mission while keeping all employees engaged and firmly believing in the company:
- Involve employees early. The sooner organizations get the mission in front of employees, the sooner employees see how their role impacts the mission. The organizational mission and other company information are critical components of the onboarding process. This step reinforces that employees’ work does matter.
- Celebrate and communicate wins. Whether big or small, celebrating any organizational success that upholds the mission and delivers value to stakeholders not only reminds employees about how performance is measured, but demonstrates that those actions are important and truly make a difference.
- Reward behaviors that support company goals. Recognizing and rewarding employees who contribute to the progress and achievement of company goals is crucial. For example, encourage employees to share insight about what the mission
