ENGAGING EMPLOYEES IN BUILDING A STRATEGIC CULTURE

Greetings my OGALADY FAMILY. I hope everyone is doing good and putting in their best to make the best out of their organisations. On today’s episode, I am going to be sharing with you on the importance of engaging your employers every step of the way so that your goals can be achieved.

As a person I am a firm believer of team work. Because when you work as a team you bridge communication gaps and have the privilege of leveraging on the different ideas of your staff. Imagine a work place where employers are motivated and engaged, where collaboration is seamless, one where leaders inspire their teams to achieve the impossible, an environment where customer’s satisfaction soars and loyalty grows, that’s the kind I am referring to.

Now to the main business on ground. What if I told you that having a clear strategy is a very important factor to consider? However, even the best strategies can fail if they aren’t integrated within the organisation’s culture. Building a strategic culture is about making a strategy a part of the daily operations and ensuring that every employee is engaged and carried along in the process. While bearing this in mind, you may want to ask, how do you go about this? As a leader, you know that a strong company culture is the secret sauce that sets successful organisations apart. But have you ever wondered how to build a strategic culture that truly encourages your employee and drives results?

Now, let’s quickly explore some practical steps on why a ‘’Strategic Culture Matters’’. I will explain, a strategic culture is one that ensures that everyone in the organization understands the long-term goals and works towards them. These goals should align with the efforts of all employees, thereby leading to better decision-making, higher productivity, and ultimately, success.

I would be sharing some helpful steps below that should be bore in mind when building a strategic culture.

Step 1: Communicate effectively the vision of the organisation: One of the grave mistakes leaders make is keeping the strategy confined to the boardroom. This act can pose a threat to the successful operation of the organisation.  Employees need to understand the bigger picture and also be carried along all the step of the way .To address this, the organisation heads should make it a priority to host meetings, send out newsletters, and use their internal communication channels to share the vision and strategic goals of the organisation. They should ensure that these goals are clear, concise, and relatable..

 Step 2: Be an exemplary leader: Leaders must embody the strategic culture they want to see. If the leadership team is not aligned or doesn’t demonstrate commitment to the strategy, it’s unlikely the rest of the organisation will. This here simply means that you should demonstrate the behaviours and values you expect from your team. Your dedication should be shown through your actions.  You should also make strategic decisions, consistently reward strategic behaviour, and reference the strategy in your communications.

Step 3: Employees should be involved in the Strategy Process: People are more committed to what they help create. Engage employees in the strategic planning process at all levels. This not only brings about diverse perspectives but also breeds a sense of ownership. Forming cross-functional teams to tackle strategic initiatives by regularly soliciting input from employees on strategic goals and how to achieve them.

Step 4: Empower employee: Make it a responsibility to make sure that individual and team goals are in alignment with the organisational strategy. Endeavour to identify culture champions who will readily promote and embody your strategic culture.

Step 5: Foster feedback and growth: Encouraging an open dialogue between team members and also making provision for training and recognising outstanding contributions is very important for the growth of an organisation. A strategic culture is a developing culture. A continuous learning and adaptability should be encouraged. This will help the organisation to stay aligned with its strategy even as the business environment changes.

Step 6: Celebrate Successes: Recognising and celebrating achievements that support the strategy is crucial. This act reinforces the desired behaviour and keeps staff morale high. Don’t wait for the big achievements before you celebrate. Celebrate small victories that contribute to the overall strategy. It is also an important feat to publicly acknowledge the efforts and contributions of your employees. With this gesture, the employees will always strive to put in their best for overall success of the organisation.

To conclude, building a strategic culture and engaging employees in every process is not a one-time task. It requires ongoing effort and commitment. By communicating the vision, leading by example, involving employees, aligning goals, fostering continuous improvement, and celebrating successes, you can create a work-place environment where everyone thrives. Bear in mind, a strategic culture is built on the actions and attitudes of everyone in the organisation. Having come thus far, if I may ask you, what steps will you take today to start building this culture in your workplace? Drop your comment in the comment section let us engage.