Your company has a mission statement right?
It should be something about why the business exists and what they stand for. You might think having a vision statement isn’t in your remit. But these two concepts are entirely different, and you absolutely need one for your direct reports.
Your vision statement should explain how your team will represent the company. Are they going to be the best sales team in the organisation or provide exceptional customer service 365 days a year? Maybe you’re in charge of a non-customer facing team. How will you deliver to your stakeholder expectations?
So, where do you start in creating a vision statement? No need to schedule a workshop. Start with these principles.
Where Are You Headed?
The best place to start is by choosing a direction. Where do you want your team to be in five years? More importantly, what do you need to do to get there? Ask yourself who you’re servicing, what you can deliver, and why this is business-critical to help shape your statement.
For example, perhaps in five years, you want the team to be converting at a specific rate. Maybe you want your Help Desk department to be resolving issues within a particular time frame. It could be that your people will be doing less admin. Whatever it might be, be bold but realistic. It should also link to the direction the company is heading in too.
Keep Your Vision Statement Specific
Try to keep your vision statement to a couple of sentences. It should be actionable while also being inspirational. Your goal is to get your people to buy into it. They should get a sense of direction as to where they should focus their efforts when they come into the office.
So if you want your Help Desk department to resolve issues within a specific time frame, then your team members should work out what is restricting them from achieving this goal. Is it the process or the tools at their disposal? Once you understand the obstacles, you can create actions and move forward.
Align Metrics to the Vision Statement
Provided that your vision and business statement align, you should be able to create metrics or KPIs that help you achieve your objective. This step goes with providing your staff with a sense of direction. When everything is aligned, it is easier for them to understand the priority.
Taking this step also ensures that everyone in your team feels a part of the vision. They are aware that their role contributes to achieving the objectives. It will help them become more engaged with the company and invigorate them to produce their best work.
Communicate to Your Team
Once you’ve finalised your vision statement, the next step is to communicate it to your team members. Explain the process of how you got to here and why it is needed. The more context you can provide them, the better.
You should also take on board feedback. While you may not want to redesign the vision statement completely, you should be flexible and make tweaks to it according to the response of your people. After all, they will be the ones to help you achieve it.
How to Bring Your Team Together
The goal of the vision statement is to bring your team together. You want to engage them with a purpose and demonstrate how their efforts contribute to the organisation’s greater good. Without it, they will feel like they’re just coming into work every day. Eventually, they will get sick of that and move on.
If you need more ideas on engaging your team, make sure you’re following the Better Boss Blog. You’ll find tips, tricks, and advice on how to improve your workplace culture. Follow pwf services on LinkedIn, Instagram, and Facebook, so you never miss a post.