When employees see their efforts contributing directly to the organisation’s broader goals, motivation and engagement soar. But when that connection is missing, it can lead to disengagement, lacklustre performance, and even turnover.
Here are six signs you might not effectively align employees’ personal achievements with company success—and actionable ways to address each issue.
1. Goals Are Disconnected from Daily Work
The sign: Employees need to understand how their tasks tie into the company’s objectives. They might complete assignments without knowing why their work matters.
The fix:
- Break down high-level business goals into clear, actionable steps for each role.
- Use team meetings to connect individual responsibilities to larger projects or outcomes.
- Regularly communicate progress toward company goals and show how employees’ efforts contribute to success.
2. Success Is Only Recognised at the Top Level
The sign: Leadership celebrates company milestones or executive achievements but neglects to recognise the contributions of frontline employees or middle managers.
The fix:
- Create a culture of recognition that celebrates successes at all levels.
- Highlight individual and team achievements during company updates or newsletters.
- Encourage peer-to-peer recognition programs to reinforce contributions across the organisation.
3. Rewards Don’t Reflect Company Performance
The sign: Employees feel their compensation, bonuses, or incentives are unrelated to the company’s overall success, leading to a sense of disconnect.
The fix:
- Tie rewards—both monetary and non-monetary—to company performance metrics.
- Offer profit-sharing, performance bonuses, or team-based rewards for meeting shared goals.
- Introduce non-financial incentives, such as career development opportunities or additional leave, tied to business achievements.
4. Employees Feel Like Cogs in a Machine
The sign: Team members express dissatisfaction or disengagement, feeling their work lacks meaning or impact.
The fix:
- Share stories of how the company’s work makes a difference, whether it’s customer success, community impact, or industry innovation.
- Communicate the company’s mission and values regularly, linking them to individual roles.
- Provide opportunities for employees to participate in cross-functional projects, giving them a broader perspective of the company’s impact.
5. Feedback Is Rare or Unhelpful
The sign: Employees receive little feedback on how their work contributes to team or organisational success. When feedback is provided, it focuses solely on areas for improvement without highlighting wins.
The fix:
- Incorporate regular check-ins that include both constructive feedback and recognition of achievements.
- Use data or metrics to show employees how their contributions affect team and company performance.
- Train managers to deliver feedback that ties individual efforts to broader organisational goals.
6. Employees Are Left Out of the Bigger Picture
The sign: Business updates, strategies, or challenges are shared only with senior leaders, leaving the rest of the workforce feeling uninformed and uninvested.
The fix:
- Be transparent about company goals, challenges, and performance with the entire organisation.
- Use all-hands meetings or newsletters to share updates and highlight how various teams contribute to progress.
- Empower employees to ask questions or provide input on how their roles can better align with organisational priorities.
7. The Bottom Line
When employees don’t see a connection between their personal achievements and the company’s success, it’s a missed opportunity for engagement and innovation. Addressing these signs with intentional strategies fosters a sense of ownership and pride, turning individual contributions into collective wins.
By aligning personal and organisational goals, you create a workplace where everyone is invested in shared success—and where the company thrives as a result.
