Most employees want more out of their job than just a completed task list. They want to be tied to a broader company mission and play a part in that success. But even your top employees with strong company pride need to know where to go.

This is especially true in a post-pandemic business landscape, where employees especially value being connected to a company with similar values to those they hold.

When it comes down to it, without direction, there’s a lot of noise (heavy workloads, unclear communications, lack of visibility) that can keep your employees – and ultimately, your company – from getting ahead.

Kill the static. If you want to know how to connect employees with your company mission, follow these steps to a clear mission guided by a strong vision and values.

1. Develop your company mission

Your mission is your company’s purpose. It’s why you do what you do. And it should stand the test of time.

But that doesn’t mean it has to be boring or basic. In fact, the best company mission statements are inspiring and help rally employees around a common good.

As you develop your mission statement, consider what makes your company unique. Is it the quality of your product or service? Communication? Fairness? Community involvement?

When you incorporate these elements into your mission statement, it says that in every way that you approach the market, this is where your organization places value.

Consider Starbuck’s mission statement: “To inspire and nurture the human spirit – one person, one cup and one neighborhood at a time.”

Notice, its mission isn’t to sell the most coffee or even to make the best coffee – it’s more ambitious than that. Instead, its mission is to develop a human connection with customers through coffee. And that’s something that its employees can get behind.

Employees will always do what they think is best according to what they think leaders want or need. If you tell them what you want, it focuses their behavior as intended. In the case of Starbucks, the mission statement helps to focus employees on creating a great customer experience – above all else.

2. Narrow in on your vision

Vision and mission statements are often confused. While the mission statement is broad and lofty, the vision statement narrows it down. Consider:

• What’s the strategic direction?
• What do you want to accomplish?
• What are the goals?
• Where do you want to be in the future– and by what date?

A vision statement is how to accomplish the mission. It’s measurable.

For example, “Toyota will lead the way of the future of mobility, enriching lives around the world with the safest and most responsible ways of moving people.”

Your vision should make it easy to explain business decisions to employees. In Toyota’s case, the vision could help clarify to employees why they’re making a product a certain way (to keep it safe and be responsible) or why a quick turnaround is needed (to lead the way in their industry).

However, understand that, unlike the mission, a vision statement can waiver over time. Leaders must continuously revisit it to ensure it still makes sense.

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