According to Leadership legend John Maxwell, a first-class leader does not rely on authority to drive behaviour, but rather focuses on the following three things to create alignment at every level in the organisation:

• Strong Caring relationships
• Accountability
• Invest in leadership and convince all levels of management of the above two things

But this is easier said than done. In this article we explore the practices that enable Leaders to reach a situation where employees are inspired by their own goals, and at the same time, their goals are well aligned with the Organisation's objectives.

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The 4 Best practices are:

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1) Leadership should be transparent about Organisation objectives

Clearly communicate the Organisation's objectives: The leadership team should clearly communicate the organisation's objectives to all employees. This can be done through regular updates, presentations, and meetings.

• Share progress reports: The leadership team should share regular progress reports with all employees. This will help to keep everyone on track and ensure that the organisation is moving in the right direction.
• Encourage feedback: The leadership team should encourage feedback from employees. This will help to identify areas that need improvement and allow for suggestions and ideas to be shared.
• Lead by example: The leadership team should lead by example and demonstrate transparency in their own actions and communication. This will set the tone for the rest of the  and create a culture of openness.
• Use technology: The leadership team can use technology to share information with employees. This can include tools such as dashboards, data visualizations, and collaboration platforms.
• Involve employees in goal-setting: The leadership team can involve employees in the goal-setting process. This will help to ensure that the goals are achievable and that everyone is on the same page.
• Celebrate successes: The leadership team should celebrate successes and achievements with all employees. This will help to create a sense of pride and motivation among the workforce.

Overall, leadership transparency requires a commitment from the entire leadership team to share information openly and honestly with all employees. By doing so, the leadership team can build trust and create a more engaged and motivated workforce.

2) Managers at all levels should communicate openly and honestly in multiple ways:

Establish a culture of openness: Managers at all levels can establish a culture of openness by encouraging employees to share their thoughts, ideas, and concerns. This can be done through regular meetings, surveys, and one-on-one discussions.

• Be transparent: Managers should be transparent in their communication with employees. This means being honest about the organisation's goals, challenges, and progress.
• Listen actively: Managers should listen actively to employees and take their feedback seriously. This means being present and engaged during meetings and discussions, and responding thoughtfully to feedback.
• Provide regular updates: Managers should provide regular updates to employees about the organisation's goals and progress. This can be done through weekly or monthly meetings, progress reports, or updates on the company intranet.
• Encourage questions: Managers should encourage employees to ask questions and seek clarification when needed. This can help to prevent misunderstandings and ensure that everyone is on the same page.
• Use clear and simple language: Managers should use clear and simple language when communicating with employees. This can help to prevent confusion and ensure that everyone understands the message.
• Foster a two-way dialogue: Managers should foster a two-way dialogue with employees. This means actively seeking feedback and engaging in discussions with employees.

Overall, managers at all levels can communicate openly and honestly by creating a culture of openness, being transparent, listening actively, providing regular updates, encouraging questions, using clear and simple language, and fostering a two-way dialogue. By doing so, managers can build trust and create a more engaged and motivated workforce.

3) Set a structure for cascading goal setting and Employee Feedback

Cascading goal setting is a process where the overall goals of an organisation are broken down into specific, measurable, and achievable goals for each department, team, and individual employee. This helps to ensure that everyone in the organisation is aligned with the overall mission and vision, and working towards a common goal. Here are some steps to set up a structure for cascading goal setting:

• Define the organisation's overall goals: The first step is to define the organisation's overall goals. This should be done by the senior leadership team and should be based on the organisation's mission and vision.
• Break down the goals by department: Once the overall goals have been defined, they should be broken down by department. Each department should be assigned specific goals that are aligned with the overall goals of the organisation.
• Set team goals: Within each department, team goals should be set. These goals should be specific, measurable, and achievable, and should be aligned with the departmental goals.
• Assign individual goals: Individual goals should be assigned to each employee based on their role and responsibilities. These goals should be aligned with the team goals and should be specific, measurable, and achievable.
• Monitor progress: Regular progress reviews should be conducted to monitor progress towards the goals at each level. This will help to identify areas that need improvement and ensure that everyone is working towards the same goals.
• Provide feedback and recognition: Managers should provide regular feedback and recognition to employees based on their progress towards their goals. This will help to keep employees motivated and engaged.
• Adjust goals as needed: Goals should be adjusted as needed based on changes in the organisation's priorities, market conditions, or other factors that may impact the ability to achieve the goals.

By following these steps, an organisation can set up a structure for cascading goal setting that ensures that everyone in the organisation is working towards a common goal. This can help to increase employee engagement, motivation, and productivity, and ultimately drive the success of the organisation.

4)  Implement the right systems for employee performance management

Choosing the right systems for employee performance management is critical for the success of any organisation. Here are some steps to help you choose the right systems:

• Define your needs: Start by defining your organisation's specific needs for performance management. What do you want to achieve with your performance management system? What are your goals and objectives? What kind of data do you need to collect?
• Evaluate your current system: Evaluate your current system, if you have one. Identify the gaps and areas for improvement.
• Research available systems: Research the various performance management systems available in the market. Look for features and capabilities that meet your organisation's needs.
• Consider the user experience: Consider the user experience of the system. Is it user-friendly? Will employees be able to easily use the system to track their performance and progress?
• Check for compatibility: Check for compatibility with your existing systems, such as HRIS or payroll systems. Integration with other systems can save time and reduce errors.
• Look for customization: Look for systems that allow for customization to meet your organisation's unique needs. A one-size-fits-all approach may not work for every organisation.
• Consider the cost: Consider the cost of the system. Ensure that the cost of the system is within your organisation's budget.
• Check for security and privacy: Check for security and privacy features. The system should be secure and protect employee data.
• Look for support and training: Look for systems that provide adequate support and training to ensure that employees are able to use the system effectively.
• Pilot the system: Pilot the system with a small group of employees to ensure that it meets your organisation's needs before rolling it out to the entire organisation.

By following these steps, you can choose the right systems for employee performance management that meet your organisation's needs and help drive the success of your organisation.

Conclusion

To maximise chances that Employee Goals are aligned with Corporate Goals, ensure that the Leaderhip team:

• Is Transparent.
• Communicates generously.  
• Cascades their leadership behaviours down through all levels.
• Invests in the right systems.

SAP SuccessFactors is the world leader in HXM Systems, including Performance Management.
For more information about SAP Successfactors and what it can do for your organisation, please contact us.

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