Your Workplace Contribution Quotient

Onto number twelve on the Indeed list we’ve been covering regarding the reasons people leave their company is wanting a clearer vision. Indeed states that if a company’s goals and mission statement are unclear to you, you might want to find a company that has clearer values to better understand how your contributions are helping the company meet its larger goals.

Let’s first develop an understanding for what a company vision statement is and for what a company mission statement is.

In her 2020 article “What Is a Vision Statement?” Susan Ward, a small business influencer and executive with a technology company made this simple comparison chart to show Vision Statement vs Mission Statement.


Vision Statement vs. Mission Statement
Vision Statement     Mission Statement
For employees     For employees and PR campaigns
Can be public or private     Always public
States where a company is going     States where a company is now


Ward’s article simply explains the process of developing a company vision statement which then interconnects to a corresponding mission statement and core competencies and core values to match.

Ward explains that “…the vision statement is forward-looking, while the mission statement addresses the here and now. The vision statement is the dream; the mission statement is the reality.”

She gives an example, “…your mission statement might call for every customer to receive outstanding service. Your vision statement might aim for your company’s name to become synonymous with outstanding customer service around the world.”

Although Indeed states find a company that has clearer values, companies may or may not have written core values, while they will have spoken and unspoken values within the organization that define the culture of the organization in which an individual oftentimes does not align with.

An example would be a company that encourages and values collaboration, but you are an introvert and prefer to work alone. Or it could be you work in a fun environment but you prefer to focus on work and not engage in social activities during working hours or with your colleagues.

It is recommended that in addition to a clear vision and mission statement that companies take time to outline both core competencies and core values.

Core competencies

Core competencies are a particular type of expertise. They identify the essential values and strengths shared by everyone in the company, regardless of their role on the organizational chart and the work they perform. Establishing shared core competencies enable a business to differentiate itself in a competitive marketplace and define the behaviors that support those differentiators.

Core values

Core values are what identifies the ideals shared by everyone in the organization. Whether they are organizational or personal, our values define the things we believe are important, meaningful, and right. Values are intangible and are based on feelings, preferences, perceptions, and priorities. Core competencies are quantifiable and they define workplace behaviors that can be objectively observed and measured by the people in the working environment.

One of the core values at Florida Construction Connection is “Connecting- Further” which is defined with core competencies which are relationship driven, hospitable, people lover, good character, influencer, polite, caring with integrity that plants value and harvests reciprocity.

One of the changes we have made with our business to align with our core values is to move from the traditional recruitment model where employees within our organization are receiving commission for the placement of a candidate with a company. We have changed our program to an overall company bonus plan for making the right career matches and allowing every employee within the organization to participate in the success. This has helped us to not only better serve the people that engage with our business, but also helps everyone within the company to understand how vital each of their roles are to the overall success of the company and our mission and vision.

An Example of a Mission Statement

A custom home builder in Houston clearly defined and publishes their mission statement

“We exist to be the benchmark of excellence for Houston’s custom home and remodeling sector. As residential specialists, our mission is to provide our clients with the highest level of construction and customer service. We believe in using the best products, techniques, and building science available, and always strive to find the most qualified craftsmen, artisans, and tradesmen. Our commitment to seeing our company thrive through repeat and referral business is rooted in customer satisfaction in the areas of communication, timeliness, attention to detail, and a customer service minded approach to building.”

Although we do not know the builder’s vision, as it is not published, it could include expanding beyond the Greater Houston market and could say something like: “To become the State of Texas’ most prominent builder for custom home and remodeling.”

From an employee perspective you either agree that the leaders of the company are in alignment with the mission offering stability and advancement within the company for you or you don’t.

If you don’t align with the mission of the organization, you are employed with than you failed to understand your company’s mission and the company leadership failed to gain your buy-in with the mission and to see vision at that company for your future.

“Business purpose and business mission are so rarely given adequate thought is perhaps the most important cause of business frustration and failure.” – Peter Drucker

The Work of Leaders program we facilitate takes company teams through:

  • Crafting a Vision: Imagining an improved future state that the group will make a reality through its work.
  • Building Alignment: Getting to the point where everyone in the group understands and is committed to the direction.
  • Championing Execution: Ensuring that the conditions are present for the imagined future to be turned into a reality.

The section on building alignment is the most important because if anyone in the group does not understand or is not willing to commit to the direction of the vision then the imagined future may not become reality.

Do you know your company’s mission, vision and core values?  Do you understand the mission? Can you see the vision and support the value system of the company? If you answered no to any of the above, it is your responsibility to ask the pertinent questions necessary to understand what it will take for your buy-in or make a decision to opt-out and change employers so you can gain alignment and better execute for the betterment of your own career and the careers of others you work with.

To Championing the Mission,

Suzanne Breistol


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