A long-time employee asked his boss, “Do you even know what we’re doing anymore?”
This question revealed more than frustration—it exposed a leadership gap. When change happens but communication stays static, people lose their sense of purpose. External demands, shifting priorities, and unclear messaging breed confusion, erode engagement, and drain morale—even your best employees feel it.
What’s missing? Clarity. Connection. Strategic alignment. Being on the same page.
Why is alignment missing in business today?
- Unclear priorities – too many external challenges
- Siloed and factional communication – we impact others when making ad hoc changes
- Change fatigue and disengagement – leads to mediocre quality of products and service
What You Can Do—Starting Now
Clarify Purpose and Performance. When teams are aligned, there are measurable improvements in productivity, retention, and customer satisfaction scores. These aren’t just numbers—they’re proof that clarity and consistency matter.
- Remind people why their work matters and the difference the company makes for its customers.
- Hold people accountable for following policies and procedures – this creates a foundation that employees can trust.
- Communicate stats about the number of customers, increase in sales, safety, and other metrics that are meaningful to employees and the well-being of the company.
Communicate with Impact. Lead with empathy by acknowledging that change is hard.
- Ask employees how they’re doing—not just what they’re doing. This builds trust and keeps morale strong.
- Talk straight by sharing goals, changes, and expectations clearly. Keep your comments short and on point!
- Don’t make promises that you cannot keep.
- Acknowledge team members individually and as a group. Do this frequently.
Delegate Work and Train Appropriately. This allows you to concentrate on resolving challenges and pursuing possibilities.
- Encourage cross-team collaboration and don’t allow silos or factions to consume everyone’s time and energy.
- Invite employees to lead mini-projects or suggest improvements – that way, alignment becomes a shared responsibility.
- Offer training that aligns with new business needs. Make these online and onsite workshops available to anyone wishing to improve their job skills: communication, decision-making, AI experience, personal financial goals, etc.
Strategic Selection Based on Job Fit. Make hiring, promotions, and job transitions based on objective data, and stop relying on subjective rational. Too many times, employees say “yes” not fully comprehending the changes required (e.g., relocation, longer hours, or full-time in the office).
For example, if someone has a high interest and skill in working with financials, train them to take over budgeting or cost analysis duties.
How to Keep Moving Forward Together
As a leader:
- Conduct regular check-ins with each and every employee
- Provide feedback – 1:1 and in groups
- Listen and get the facts — don’t make decisions based on assumptions or emotional reactions
- Ask open-ended questions, and look for patterns in feedback that reveal deeper concerns or missed opportunities.
- Remember, silence does not mean alignment!
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Final Thought
Aligning employees with today’s business needs is an ongoing effort. The question to ask is, “What am I doing today to make sure my team is truly aligned?”
©Jeannette Seibly 2025 All Rights Reserved
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 32 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.
Empower with Confidence: Host the workshop: “Get Your Brag On!” to help your team articulate their value, align personal strengths with business goals, and boost morale. Several of my clients have hosted these brag sessions quarterly — these offered clarity, acknowledged contribution, and built confidence in times of change. When employees know how to articulate their value, they’re more likely to stay engaged during the process of change. Contact Jeannette for further information.