Sie streben nach nachhaltigem Wachstum. Wie gewinnen Sie die Mitarbeiter für Ihre langfristige Vision?

To inspire employees to embrace sustainable growth, foster a culture of transparency and open communication. Share your vision clearly and explain how their contributions align with the company's long-term goals. Empower them with decision-making authority and provide opportunities for professional development. Recognize and reward their efforts towards sustainability, creating a positive and motivating work environment. By fostering a sense of purpose and ownership, employees will become active participants in achieving sustainable growth.

Bringing all the employees together and aligned on a single long term goal is not an easy task to do. A lot of leaders face this issue where their teams are not completely or equally committed to the goals. For doing this, I believe that the first step is how well you are able to communicate the vision and make team relate and feel with it. The vision cannot be pure numbers, there has to be strong underlying social impact associated with it. Once your team start associating themselves with the bigger impact then it automatically translates into long term commitment and eventually outcomes becomes better.

To effectively engage employees with a long-term vision, leaders must not only communicate the strategic goals but also foster a culture of shared purpose. This involves creating an environment where employees feel their contributions are integral to the company's success. Aligning the vision with employee values and aspirations becomes crucial. Incorporating feedback mechanisms ensures that employees feel heard and valued, reinforcing their commitment to the vision.

Sharing a vision is only half the battle; the real challenge is making it personal for each employee. While a clear and compelling vision is important, it can easily become corporate jargon if employees don't see themselves in it. Leaders should connect the company’s long-term goals with the personal ambitions of their team members, showing how their individual growth is tied to the organization's success. As Simon Sinek says, "People don't buy what you do; they buy why you do it." Make sure your team buys into both.

Employees should want to accept & align w/ your long-term strategic vision of sustainable growth for your company, if you are doing the following: -Clearly communicating the vision, breaking it down into actionable steps that resonate w/ their daily roles -Involving them in the planning process, soliciting their input to foster ownership & commitment -Provide education & training to emphasize the importance of sustainability & growth, such as regarding Energy-Efficient Operations, Waste Reduction Programs & Sustainable Supply Chain Sourcing -Recognize & reward behaviors that align w/ these goals -Lead by example, consistently demonstrating your commitment to the vision -Maintain open, transparent communication to build trust & engagement

Open dialogue is more likely to get alignment to the goals you have set out. It also uses all that diversity of thought that is sitting in your team. Crucial for rounded strategy. One point to be careful about. Trust. If a team member does not trust the team dynamic they won’t open up. Build that trust first.

It all starts communication, engagement, and empowerment to get employees onboarded for sustainable growth. Clearly articulate the why, what, and how of business goals. Be receptive to feedback, suggestions, and involve them in goal-setting to create a sense of ownership. Include a plan to identify resources and support is needed to upscale. It is always a good trait to celebrate small victories with an eye on long term goals, make them feel relevant. Everyone fails and everyone needs help, see and advocate this as a positive sign, not a weakness, empower your employees. Importantly, walk-the-talk, work together towards a resilient en responsible organization, cultivate it in the organization’s culture.

Foster an environment where employees feel comfortable sharing their thoughts and asking questions about the vision. Regularly hold forums or town hall meetings where employees can engage with leadership and discuss the vision’s impact and progress.

Getting employees on board with your long-term vision requires more than just communicating goals; it involves inspiring commitment. I recently worked with a client who was struggling to align his team with his vision for sustainable growth. Rather than focusing on plans, we shifted to building his personal brand as a visionary leader. By regularly sharing his vision and the story behind it through team meetings and thought leadership content, he created a sense of shared purpose. This not only helped employees see the bigger picture but also made them feel part of a larger mission. His team became more engaged and motivated. This blend of clear vision and personal branding turned his long-term goals into a collective ambition.

'What's in it for me?' is a question on everyone's mind. While the team may buy into the vision, they need to know what they'll get at the end of the road and during the journey. A reward commensurate with efforts aligned to the vision, is important.

Aquí mi recomendación es que al menos asegures lo siguiente: En primer lugar; que tus colaboradores cuentan con la experiencia, conocimientos y personalidad necesaria para lograr los objetivos que les estás asignando, inclusive debes pensar en proveerles de la capacitación necesaria para el éxito en sus roles. En segundo Lugar: es importante negociar los objetivos y los incentivos con tus colaboradores y validar si se ajustan a sus expectativas y a los de la Cultura Organizacional. En tercer lugar: debes de asegurarte que la Organización cuente con las bases de datos necesarias como para extraer -de forma transparente y directa- los datos que integran los KPI´s, para evitar que el colaborador piense que pueden ser manipulables.

Align incentives with the long-term vision. Ensure that performance metrics, rewards, and recognition are designed to encourage behaviors and achievements that support sustainable growth. This alignment helps employees see the direct benefits of contributing to the vision.

Clearly define each employee’s role in achieving the vision. Provide specific goals and responsibilities that connect their daily tasks to the broader objectives. This clarity helps employees understand their personal impact on the organization’s success.

Nothing boosts the long-term energy in the workplace than knowing that you're actively involved in the company's progress. Attaching incentives works but doesn't last for long. Call for a meeting, share your vision, and clearly explain their roles' importance. Sum it up with incentives and you will have your employees crave to bring more value to the table.

Role clarity isn't just about defining duties—it's about defining impact. Simply explaining roles and responsibilities often leads to employees doing tasks without understanding their significance. Instead, clarify how each role directly influences the company's long-term vision, turning daily tasks into contributions to something greater. As Peter Drucker noted, "Management is doing things right; leadership is doing the right things." Clarity in roles should empower employees to do both.

La claridad de roles no es solo importante para que los colaboradores conozcan como desde su rol impactan en la visión de largo plazo. También es muy importante para evitar superposición de responsabilidades, ya que esto es fuente de diversos conflictos. Recuerda que cada objetivo o iniciativa debe tener un solo responsable. Puede haber un colaborador que sea responsable de más de un objetivo o iniciativa? Si, pero no a la inversa, cada objetivo o iniciativa debe tener un solo responsable. La autoridad se puede delegar, pero la responsabilidad no. Cada KPI´s debe tener un solo dueño, al igual que con los objetivos y las iniciativas. La superposición de responsabilidades parece ser más común de lo que se parece.

Una cultura de aprendizaje continuo estimula la curiosidad y la creatividad entre los empleados. Al proporcionarles las herramientas y el tiempo necesarios para explorar nuevas ideas, las empresas pueden beneficiarse de soluciones innovadoras que mejoren procesos, productos y servicios. Esto no solo ayuda a la empresa a destacarse en el mercado, sino que también mantiene a los empleados comprometidos al involucrarlos en el proceso de innovación. Una cultura de aprendizaje continuo puede llevar a un aumento en la productividad y el rendimiento organizacional. Empleados bien capacitados y motivados son más eficientes y proactivos, lo que se traduce en mejores resultados para la empresa.

Promote a culture of continuous learning and development. Offer training and resources that help employees build skills relevant to the vision and adapt to changes. Supporting their growth ensures they are equipped to contribute effectively to long-term goals.

Uno de los incentivos más importantes y a veces no tan tenidos en consideración es brindar capacitación para que a tus colaboradores pueda facilitárseles la tarea de alcanzar sus objetivos. Hoy en día existen una infinidad de modalidades de capacitación cada vez a precios más accesibles. Muchas plataformas de capacitación ofrecen paquetes para equipos empresariales. Esta capacitación probablemente les ayude también a ganar más confianza para enfrentar sus retos y libere estrés y presión en tus proyectos. Por supuesto que también es importante la retroalimentación. Hoy en día también existen simuladores de negocio para practicar habilidades de liderazgo, trabajo en equipo, inteligencia emocional que pueden ser muy útiles en el día a día.

To get employees on board with my long-term vision for sustainable growth, I engage them through transparent communication, inclusive goal-setting and empowerment. I share a clear, compelling narrative about our future aspirations, highlighting the purpose and impact of our work. I involve teams in setting departmental objectives, ensuring alignment with the company's overall strategy. I also provide training, resources and autonomy, encouraging ownership and innovation. Regular progress updates, recognition and feedback foster a sense of collective ownership and motivation, driving a shared commitment to achieving our vision and securing a prosperous future.

Establish a feedback loop where employees can provide input on the vision and its execution. Regularly solicit feedback and act on it to make necessary adjustments. This involvement helps employees feel valued and engaged, reinforcing their commitment to the vision.

A feedback loop that only gathers data misses the point—real value comes from closing the loop. Too often, feedback is collected but not acted upon, which can disengage employees rather than align them with the vision. The key is not just in listening but in responding and showing how feedback leads to tangible changes that drive the company forward. "The single biggest problem in communication is the illusion that it has taken place," said George Bernard Shaw. Closing the loop ensures it actually does.

Feedforward not feedback... There is a concept known as feedforward which is the answer to "based on what you know about me, the needs of the business, and how things have gone in the past...what advice would you give me to make things better going forward?" this forward looking guidance/advice vs backwards looking critique can take the sting out of things. especially valuable for those with lower confidence, more defensive, and in need of POSITIVE guidance. Feedforward works by having individuals give and receive specific, constructive suggestions focused on future behavior and outcomes, rather than reviewing past actions.