Organizational Alignment: How to Get it Right - Deepstash
Organizational Alignment: How to Get it Right

Organizational Alignment: How to Get it Right


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Organizational Alignment

Organizational Alignment

Alignment is “a state of agreement or cooperation among persons or groups with a common cause or viewpoint.” When your organization nails it, all employees—from entry-level to your leadership team—share and act on your vision.

Organizational alignment is the glue to performance excellence. It’s the absolute compatibility between paths, both strategic (goals, objectives, and activities) and cultural (values, practices, and behaviors).


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Organizational Alignment Is Changing With Hybrid/Remote Teams

Organizational Alignment Is Changing With Hybrid/Remote Teams

Organizational alignment requires communication and leadership. If that’s done well then employees don’t need to be in an office together from 9-to-5, Monday to Friday, to maintain that alignment.

People want to be a part of something bigger than themselves. If an organization shares its vision broadly, and managers distill down to individual contributor level how their actions contribute to that vision, employees’ location shouldn’t matter.


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Remote Controlling

Remote Controlling

The keys to success in a remote world:

  • Have a great culture of collaboration and teamwork
  • Be open and transparent with your team
  • Hire people who care about doing great work and are value-aligned
  • Keep your team engaged
  • Provide the tools and systems to make it work.


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The Need For Great Management

The Need For Great Management

Excellent leadership and management are essential for employees to be connected to an organization in remote and hybrid times.

Communication for connection is key and managers who are empathetic and understanding—as well as solid communicators—will be the anchors for future success. Leaders needed to step up to create and keep the continuity of the connection.


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The Future is Hybrid

The Future is Hybrid

Flexibility is the new currency in the workplace between employees and employers. The result is a more balanced, happier employee who can focus on the needs of the business versus hours worked. 

Employees would have flexibility in framing their work, so long as they complete the tasks deliver the results expected of them.  For the model to be a success, the high levels of trust that have been established between employees and employers during the pandemic must continue.

The ultimate goal of providing flexibility and instilling high levels of trust is to impact the well-being of employees.


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