The goals and objectives of an agency should touch all areas of it operations in order for it to be successful. However, these goals and objectives cannot be achieved if they do not inspire the workforce to strive and achieve them. The agency needs to put in place action plans which should be implemented by the workforce to achieve the set goals and objectives. All these should be geared towards the overall attainment of the agency’s mission. The question that should occupy the agency’s management is how it can encourage and inspire the workforce to align themselves with its mission to improve performance. Employees need to be helped by management to contribute towards the attainment of larger corporate objectives. It is important for management to involve the workforce to set goals which they need to achieve by establishing and evaluating set targets and motivating them to achieve more. A balance should be created between the involvements of management with that of the employees in the ownership of the process. This should be done by identifying and giving the workforce autonomy according to their level of capability. Managers should employ a hands-on approach while giving the workforce the room they need to succeed.
The work group goals and objectives need to be connected to the larger company goals in an effort to inspire them to attain the agency’s mission. The workgroup need to understand the roles they play towards the attainment of the company’s mission otherwise they will become disengaged. They need to understand the bigger picture and should be able to articulate what their roles mean to the mission of the company. Employees should be left to set their own goals that align themselves to the mission of the company. The management need to discuss these goals and objectives with the workgroup to find out if they are both realistic and challenging. However, mangers need not set too challenging goals for the workforce because this can lead to dissent and demotivation. Nonetheless, stretch goals are very effective in creating a lot of enthusiasm, momentum and energy in an organization. It helps the management to motivate the workgroup and help them achieve better performance and productivity. Employees should have their own action plans of how they are going to meet their goals which will contribute towards the agency’s mission. They should be helped to break down the goals into tasks and an appropriate milestones. It can be done by creating a plan for them to succeed in attaining their goals. Mangers should also monitor the progress of the workforce in their efforts to achieve their set goals and objectives. Regular reviews should be conducted to lead the workforce in the right direction. However, the type of monitoring and feedback provided to the workgroup should be appropriate to the goals at hand (Hess et al., 2015).
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The mission of the agency should be developed to make it inspiring to the workgroup. The mission is the purpose of the company and what it does. It is something that should be able to stand the test of time. An inspiring mission statement help the company to rally the workgroup around the positive aspects of the company. When the management of the company develops the mission statement, it should try and identify what makes it unique or stand out from the rest. Does the company excel in in high standards or quality of goods and services? Are they fair? Do they engage more with the community? These are the sort of questions management should ask itself when formulating its mission statement. When such types of components are incorporated into the mission statement, it clearly shows where your organization places its value. The mission statement clearly tells the workgroup where the management wants to go and this will motivate them to follow the company leadership by focusing their behavior and attitudes as intended. Inspiring mission statements motivates employees to move in the same direction. In this way, it becomes much easier to identify the company’s strong points as well as weak points (Alexander, 2015).
It is also important for the company to make it a point to articulate its cultural values to the workgroup. The same way a company’s vision supports its mission, cultural values helps it to achieve its vision. It helps to define and shape the workgroup behavior and expectations. Cultural values are important in explaining to the workgroup how the agency expects it to work. They can utilize the agency’s values as a guidelines to help them work naturally towards the agency’s mission and vision. With time, the workgroup will develop productive ways of achieving their own personal goals.
Another important aspect of inspiring the workgroup is to conduct company-wide meetings to keep them engaged. The agency should share news on a regular basis on how it is striving to reach or attain its objectives and mission. Well-informed employees are satisfied, happier, and more productive. The meetings also assist the agency to keep a close eye on its overall mission. Regular meetings help managers develop a good working relationship with its employees including direct reports. The meetings helps to keep the workgroup in line with its mission and ensures that problems are identified early.
There are times when problems arise which might lead to communication breakdown between management and employees. When such situations occur the management needs to look at its mission statements when addressing such issues. For example if problems arise as a result of the company’s products or services being compromised, the management should remind the individuals responsible about what the mission of the company is with regards to quality and how compromising it can harm the company’s activities and operations. This is because such a situation can easily lower the company’s standards and thus send wrong messages to its customers. This will help the individuals concerned to improve on their performance so as not to go against the company’s overall objectives and mission.
The management can also inspire its workgroup if it avoids the tendency of holding level meetings. These are meetings where employees are allowed to hold meetings with senior managers who are about two or more levels over their immediate bosses. This creates a situation where messages are not effectively passed down the command chain effectively. The employees immediate bosses understand better how to deal with their employees and are in a better position to pass down aspects of the company’s mission and objectives in an effective manner. This will go a long way in helping to inspire the workgroup because they will feel that their concerns are being addressed effectively at a personal and immediate level.
Finally, the agency should regularly keep employees informed of how they are performing in order to keep them motivated and inspired to be more productive. They should be informed how they are performing in relation to the company’s, goals, objectives and overall mission. Good performance should be rewarded to motivate them even the more. For the rewards to be effective they should be linked to the company’s mission and vision. This will inspire the workgroup to use the company’s mission as a yardstick in gauging their performance (Kinjerski, 2006).
In conclusion, an agency can only achieve its overall mission including its goals and objectives if it inspires its workgroup to work towards their achievements. This can be done in a number of ways including setting goals for employees, aligning their activities with company’s mission, allowing employees to work independently, regularly communicating the company’s mission to the workgroup and formulating an inspiring mission statement which captures the goals and objectives of the company.
References
Alexander, A. (2015). The Power of Purpose: How Organizations are Making Work More Meaningful. Northwestern School of Education and Social Policy .
Hess, K. M., Orthmann, C. H., & LaDue, S. E. (2015). Management and supervision in law enforcement. Cengage Learning.
Kinjerski, V. and Skrypnek, B. (2006).Creating organizational conditions that foster employee spirit at work . Leadership & Organization Development Journal Vol. 27 No. 4, 2006 pp. 280-295
