Rolling out a strategic vision can sometimes feel like convincing a toddler to eat broccoli—polite nods, a lack of enthusiasm, and a sudden fascination with anything other than what you’re saying. Instead of igniting passion, you might end up talking to a room full of people who seem way too interested in their coffee mugs.
So how do successful companies get their employees engaged, invested, and (dare we say) excited about the big-picture strategy? Let’s break it down.
Make Feedback a Two-Way Street
Great leaders recognize that strategy is fluid, adapting to new challenges and opportunities rather than following a rigid blueprint. Netflix embodies this approach through its 4A Feedback Model, ensuring that communication remains open and improvement is ongoing. By making feedback helpful, actionable, appreciated, and welcomed, employees feel heard and motivated to contribute. This creates a work environment where input is not just encouraged but valued, fostering a culture of continuous growth and collaboration. Honest dialogue is at the core of Netflix’s success, building trust among employees and leadership. When trust is strong, teams are more willing to share ideas, take risks, and push boundaries—all essential for innovation. As the industry evolves, Netflix’s adaptable feedback-driven approach keeps teams aligned with company goals, ensuring they remain competitive and forward-thinking.
Give People a Roadmap
Salesforce keeps its team motivated and aligned using the V2MOM framework, ensuring clarity and direction at every level. It breaks down key elements—what employees are working toward (Vision), why it matters (Values), how to achieve it (Methods), what obstacles might arise (Obstacles), and how success is measured (Measures). This structured approach helps individuals and teams stay focused while making sure their work contributes to broader company goals. By laying out a clear roadmap, V2MOM eliminates confusion and keeps employees engaged. When people understand their role and see how their efforts fit into the bigger picture, they feel more motivated to contribute. The framework fosters accountability and alignment, making it easier for teams to work efficiently and push the company forward. It’s a simple but powerful tool for driving both individual and organizational success.
Connect Strategy to Something Bigger
People crave purpose—not just tasks. Microsoft understands that, and it shapes everything the company does. It’s not just about selling software or cloud services; it’s about empowering people and organizations to achieve more. That mission drives innovation, making technology more accessible, and pushing sustainability efforts forward. When employees see how their work contributes to something bigger—whether it’s improving education, creating inclusive tools, or supporting global businesses—they feel more connected and inspired. Knowing their efforts have real-world impact keeps them engaged and motivated, turning everyday work into something meaningful. That’s the difference between just having a job and truly believing in what you do.
Set Clear Goals That Everyone Can See
Google’s OKRs (Objectives and Key Results) are a powerful way to keep employees aligned and driven. Instead of vague or unclear goals, OKRs set ambitious yet measurable targets, ensuring that every project contributes to the company’s overall success. This approach keeps teams focused on outcomes rather than just tasks, helping them prioritize what truly matters. What makes Google’s system unique is transparency—OKRs are shared openly across the company. Employees can see exactly what leadership is aiming for, how different teams are contributing, and how their own work plays a role in achieving those objectives. This visibility helps foster accountability, motivation, and a sense of ownership. When people understand the bigger picture and see their direct impact, they stay engaged and committed to driving results. It’s a system built to push innovation while keeping everyone connected to a common purpose.
Lead by Example
Zappos understands that real leadership isn’t about sitting in an office, disconnected from the people who make the company run—it’s about being present and involved. That’s why their leaders take part in call center training right alongside employees, experiencing firsthand what it’s like to interact with customers and handle daily challenges. This hands-on approach sends a powerful message: everyone’s work matters, and leadership isn’t just about making decisions from a distance. By stepping into the trenches, executives build trust and foster a culture of connection. Employees see that their leaders genuinely care about their experiences, making them feel valued and supported. When people feel appreciated and understand that leadership is willing to put in the same effort, engagement and motivation naturally increase. It transforms the workplace into a collaborative environment where teamwork isn’t just talked about—it’s lived every day.
Keep Strategy a Living, Breathing Process
At the end of the day, strategy isn’t a one-time announcement—it’s an ongoing conversation. Companies that keep communication open, provide clear direction, and connect work to a greater purpose are the ones that keep employees engaged. When people understand the vision, feel heard, and see their impact, excitement naturally follows. The more connected employees are to the strategy, the more invested they’ll be in making it a success.
