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    • Action plan

    Communicating your vision for success to employees

    Medium effort

    High impact

    Defining what success looks like to you is an important part of business planning. If you don’t already have a clear vision for success, the first step is to define your vision and turn it into a written statement that you can refer back to.

    The next step is to communicate your vision for success to employees. Effective communication will help to get staff engaged in what you want to achieve and buy into your long-term plans for the business.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline
    What's involved? Ways to use this action plan Measuring impact
    1

    Begin by holding a meeting with employees to share your vision for success

    Impact: high

    Why will this help?

    Explaining the background of your vision gives staff a better understanding of why you chose it and how it affects them.

    Writing a statement that defines your vision for success

    Defining your vision for success gives you a clear destination to work towards when you’re making decisions and setting goals.
    2

    Get employee feedback on how involved they feel in the vision of the business and think about how you could improve buy-in

    Impact: medium

    Why will this help?

    Being open to feedback will make sure that achieving your vision feels like a team effort.

    Developing an employee feedback survey

    Employee feedback surveys can be used to measure engagement or assess processes like onboarding or career development.
    3

    Include your vision for success on internal documents, from onboarding materials to goal-setting templates

    Impact: medium

    Why will this help?

    Embedding your vision for success in internal resources sends out a clear message of commitment and reminds everyone of the direction you’re heading.

    4

    Consider how employee targets could be built around your vision to give them a sense of ownership

    Impact: high

    Why will this help?

    Everyone can make an individual contribution to the success of the business – remind employees of this by setting relevant targets.

    5

    Make a point of celebrating small successes to reinforce what’s important

    Impact: medium

    Why will this help?

    Whether it’s a quick email of thanks or a team lunch, recognising small successes keeps everyone motivated and focused on what the business is ultimately working towards.

    What can I do with this Action Plan?

    Start this Action Plan

    Add some extra information to this plan and we’ll help you get it done.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline

    Download and print

    Get a printable template for this Action Plan, fill it in with some target dates, and share it with your team. Pin it on the wall where everyone can see it.

    Get the printable Action Plan

    Learning Groups

    We also run Learning Groups on these topics where you can join other leaders tackling the same challenges.

    Find a Learning Group

    How will I know if my action plan is working?

    Staff satisfaction survey results

    Staff satisfaction surveys help gauge sentiment at regular intervals

    Why this metric?

    Whether gathered anonymously or not, staff satisfaction surveys help gauge the sentiment of your people as changes are made and impacts felt.

    How do I start tracking?

    Use an online survey to get feedback from members of staff three and six months after making changes to see what impact it has had.