“I’m losing people… some stay and others leave, but either way, they’re gone.”
High turnover. Low engagement. I hear it all the time.
Let’s fix that!
When people align with the vision, values, and expectations of the business, they stay longer and perform better. It’s not just about hiring the most experienced candidate; it’s about hiring the right one, for the right reasons, and setting them up for long-term success.
Here are 11 steps to align employees with the business, starting before they are even offered the job.
Step 1: Deeply connect with your vision, mission, and values
Before you expect anyone else to connect with your company, you need to be crystal clear yourself. Why does your business exist? What does it stand for? What behaviors are expected and celebrated?
When this clarity is missing, people feel untethered. When it’s present, it becomes a compass for hiring, development, and leadership.
Step 2: Be clear on business objectives, short and mid term
What does the business need to meet its goals now, and 2 to 3 years from now? Update job descriptions to better align with current and short term needs of the business.
Step 3: Attract the right talent from the start
Before you interview a single candidate, ask yourself:
- Are we sourcing talent from the right places? (Think: employee referrals, online platforms, recruiting agencies, or strategic partnerships.)
- Is the job ad compelling and clear—or just a recycled template?
- Is the job description up to date and aligned with the current needs of the business?
Your job ad is your first impression. If it doesn’t reflect your culture and value or if it’s vague, outdated, or uninspiring you’ll attract candidates who are a poor fit from the beginning.
Step 4: Define all competencies required for success
Go beyond technical qualifications. What makes someone really succeed in this role? Consider:
- Work experience
- Core competencies (e.g. problem-solving, global perspective)
- Traits (e.g. adaptability, empathy, initiative)
- Drivers (e.g. cutting edge work, challenge, autonomy)
This gives you a full-picture profile of what a “great fit” looks like in behavior and mindset.
Step 5: Write interview questions that map directly to those competencies
Generic questions get generic answers. Craft interview questions that explore how a candidate thinks, acts, and reacts—in ways that align with your defined success profile.
Step 6: Conduct the interview as a conversation
Create space for real human connection. A conversational approach allows the candidate to show up authentically and gives you a better sense of how they might contribute on a day-to-day basis.
Step 7: Screen for traits and culture fit, not just experience
The best candidates might not always have the exact job title on their resume. Instead, look for people who match the traits and values that drive success on your team:
- Do they value collaboration?
- Can they adapt and grow?
- Are they aligned with how you work and why you exist?
Hiring someone with the right mindset is often more impactful than hiring someone with 10 years of experience but no interest in evolving.
Step 8: Take your time onboarding
The goal of onboarding isn’t to tick boxes; it’s to integrate the person into the team and the business. This means:
- Making intentional introductions
- Setting clear expectations
- Ensuring they have appropriate tools, resources, and context
- Creating space to ask questions and build early momentum
Employees want to know how their work moves the needle. By cascading goals from the company, to the department, to the individual, they can see a straight between their work and the success of the company.
Step 9: Develop skills in line with both individual and business goals
Growth isn’t just a perk—it’s a retention strategy. When employees see a path forward that aligns with their interests and the company’s direction, they’re more likely to stay and invest themselves fully.
Step 10: Challenge them appropriately
Boredom kills engagement. So does burnout. The sweet spot is right in the middle, where employees are stretched just enough to grow without feeling overwhelmed.
Challenge builds capacity, confidence, and commitment. Just make sure it’s intentional and aligned with their role and readiness.
Step 11: Conduct “stay interviews” before it’s too late
Exit interviews won’t save your culture. Stay interviews will.
Ask current team members:
- “What keeps you here?”
- “What would make you leave?”
- “What would make this a place you’d recommend to a friend?”
You’ll get powerful insights that help you double down on what’s working and course-correct before you lose great people.
Why This Approach Works
Hiring isn’t just a transaction – it’s a long-term investment. When you align every step of your process, from sourcing and job ads to onboarding and development, you build a team that’s committed, connected, and performing at a high level.
Baking in alignment at every stage of the recruiting and hiring process will contribute to longer tenure and higher engagement.
What You Can Do Today
Want to improve alignment in your talent pipeline?
- Audit your job ads. Are they clear, engaging, and reflective of your culture?
- Review your sourcing strategy. Are you fishing in the right ponds?
- Update job descriptions. Make sure they reflect what success looks like today, not five years ago.
- Align your interview process. Use questions that screen for values, traits, and drivers, not just technical skill.
- Make onboarding personal. Create a structured experience that helps new hires feel welcome and clear on expectations.
Ready to stop losing great people—and start building a team that sticks?
Let’s talk. We help leaders design human-centered performance strategies that attract, align, and retain top talent.
