What is the purpose of clarity in management

Practice transfer: Clarity creates a bond

How transparently do companies work, how well do employees know about corporate goals and what effects does this have on their job? The vast majority of employees know the goals of the company and the goals of their own team, but they find it difficult to relate them to their everyday work. If relevant company developments have not been adequately communicated, almost a third of those surveyed draw conclusions and leave the company.

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1. Company missions are mostly clear, but their goals are less clear

Fact: Employees surveyed by Asana say they know the mission (93 percent) and goals of the company they work for and are clear about the goals of their own team (85 percent). Employees without a leadership role are primarily aware of the company's mission (91 percent), but less of its goals (79 percent) or those of their team (80 percent).

Transfer: Companies are already doing a lot right. Because the mission, the company and team goals are often communicated transparently and are known to the employees. However, there are differences between employees with and those without management positions. Employees without a leadership role still have some catching up to do and especially corporate goals and the goals of the respective teams need to be conveyed to them even more strongly. The information must be communicated regardless of the position of an employee. There should be no differences between the hierarchical levels when it comes to essential knowledge such as goals and missions.

2. Establishing a connection between goals and everyday tasks is a challenge

Fact: Despite the high level of knowledge among employees, the study shows that many people are unclear about the connection between tasks and goals in everyday life. 59 percent think they don't always have enough insight into how their own work affects company goals. Employees in management positions (54 percent) and in start-ups (72 percent) are more likely to say that they are aware of this. At least once a month, 42 percent of those surveyed even work on something for which they do not fully understand the underlying benefit for the company.

Transfer: Establishing the connection between purpose, goals and concrete daily work so that employees better understand the meaning behind their tasks will be one of the most important tasks for many companies in the years to come. This is the only way to retain and satisfy employees in the long term. In times of a growing shortage of skilled workers, this is of substantial importance and a possible competitive advantage.

3. Transparency increases productivity and engagement among employees

Fact: According to 43 percent of those surveyed, the understanding of goals has a significant effect on the motivation of employees. Productivity and commitment also grow when employees know the company's goals. That's what 36 percent and 37 percent of those surveyed say.

Transfer: The transparent and understandable communication of goals has a long-term effect on decisive factors such as productivity and motivation and thus on the company's success. Even when planning projects and assigning tasks, companies should consider the extent to which the employees' understanding of the underlying goals can ultimately influence success.

4. Ambiguous and changed goals lead to dismissals

Fact: According to the study, employees are quite ready to take the consequences: 59 percent have already given their notice or considered leaving because relevant company developments were either not communicated at all or not communicated clearly enough. Almost a third of those surveyed (27 percent) report that they have left a company because of a changing mission, changed or unclearly communicated goals. The most consistent are women (30 percent) and young people under 30 years (31 percent).

Companies see themselves in increasing competition for qualified employees. They simply cannot afford to lose their talents because they disagree with the unclear or inconsistent communication of mission and goals. Work management platforms, for example, offer to take concrete measures to clarify the plan, purpose and responsibility in order to increase productivity.

5. Employees trust themselves to be more responsible

Fact: 39 percent do not always feel they have enough responsibility. The phenomenon occurs especially among younger employees, as well as in large companies with more than 500 employees. In addition, 28 percent of those surveyed are of the opinion that their own company suffers from a lack of clarity in management. This problem is greatest among employees of large companies with over 500 employees (34 percent).

Transfer: Regardless of the size of the company, employees want more responsibility in certain areas. Young employees in particular are willing to learn and can therefore grow with more responsibility with new tasks. This will also help you prepare better for future management positions. Especially in large companies with more than 500 employees, even more work should be done on management that has internal communication in mind and promotes the exchange of knowledge. The results show that companies still have some work to do to meet the challenges highlighted in the study. Productivity and transparency are two things that can be easily and consistently improved with the help of various tools. They help to simplify work processes and create more clarity and transparency. Ultimately, this also increases productivity in companies, the success of projects and thus the success of entire companies.